employee absenteeism pre. final

EMPLOYEE ABSENTEEISM IN ORGANIZATION

A

REPORT ON

CONTEMPORARY ISSUES IN MANAGEMENT

ON

“Employee Absenteeism in organization”

SUBMITTED TOWARDS PARTIAL FULFILLMENT OF TWO-YEAR

“MASTER OF BUSINESS ADMINISTRATION” DEGREE PROGRAMME

OF RAJASTHAN TECHNICAL UNIVERSITY

(2010-2012)

GYAYAK COLLEGE OF MANAGEMENTBANSWARA (RAJ.)

(AFFILIATED TO RAJASTHAN TECHNICAL UNIVERSITY, KOTA)“APPROVED BY AICTE”

GUIDED BY: SUBMITTED BY:

MISS MANALI JAIN HEMANGINI PUROHIT(ASST. PROFESSOR) (MBA PART-1, SEM-2)

GUIDED BY: 1 SUBMITTED BY:

MISS MANALI JAIN HEMANGINI PUROHIT (MBA PART 1,SEM 2)


“DECLARATION”

This is to declare that I have carried out this project report work on contemporary

issues entitled….

“Employee Absenteeism in organization”

SUBMITTED TOWARDS PARTIAL FULFILLMENT OF TWO-YEAR

“MASTER OF BUSINESS ADMINISTRATION” DEGREE PROGRAMME OF

RAJASTHAN TECHNICAL UNIVERSITY (2010-2012)

The work is original, has not been copied from anywhere else and has not been

Submitted to any other University/Institute for an award of any degree/diploma or

Fellowship or other similar titles or prizes.

Place: Banswara Hemangini Purohit

Date: 15 May 2011 (MBA Part 1, Sem 2)




ACKNOWLEDGEMENT

“Acknowledgement is an art, one can write glib stanzas without meaning a word, on the other hand one can make a simple expression of gratitude”

The project report work was made possible by the co-operation & help of several persons hence I

finds it difficult to adequately express our appreciation. I bow to the glory of almighty for

shoIring our blessings & rendering the strength to him for successful completion of this report

first of all I owe a heavy debt of gratitude chairman Mr. Virendra Shah & director

Shri Joraver Singh ji of “Gyayak college of management” to his encouragement &

unceasing inspiration through out the project work. And I am very thankful for the esteem guide/

academic advice of Internal guide Miss Manali jain for their gifted guidance,

encouragement & unceasing inspiration through out the project work. Beside a path finder for

her, his qualities like dedication, co-operation & way of working was constantly inspiring us to

keep the flame of research study burning till the generation passes. I extend their earnest feeling

for the keen interest & attention he graciously lavished upon this work. I shell ever remain

grateful & owe our regards to them for their masterly academic guidance. It was a great pleasure

for the student to undergo her project work.

I express our profound great fullness to Ms. Diptee Gour, Mr. Sonu Vasita & other members of

the institute/college for their guidance & support through out the project report work & providing

the material relevant to the study. Last but not the least I am thankful to all those people, who

have helped in the completion this study knowingly or unknowingly. I express my sincere thanks

to all friends for there valuable co-operation. Without which the present project report work &

presentation would not have been possible.

HEMANGINI PUROHIT




PREFACE

This report is the outcome of the internal project on contemporary issues during the

session 2010-2012 and has been produced for the partial fulfillment of the degree

of Masters of Business Administration from Gyayak College of Management

(affiliated to RTU, Kota)

The subject of project report entitled Employee Absenteeism in organization.

Absenteeism is a serious workplace problem and an expensive occurrence for

both employers and employees seemingly unpredictable in nature.Human resource is an

important part of any business and managing them is an important task. Following are

the issue which we discuss In this project work

– To discuss the issue of Employee Absenteeism “work exhaustion or burnout”.

– To explore the impact of burnout on employee absenteeism and turnover.

– To identify possible practical solutions to these problems.

It is often easier for the organizations to make arrangement to cover staffs, which are

going to be off for long periods. However, employees taking odd days off here and there

are more problematic, can have an immediate impact.

If remain unchecked, this type of absence can send out the wrong signals to colleagues

who, in some jobs, are likely to have to cover for those absent. If employers fail to take

action, a ‘buggins turn’ mentality may emerge. Frequent absence may have serious

repercussions where staff are employed in customer-facing roles or employed on

production lines. The impact of absence may be most directly felt and the need to

arrange cover at short notice may be paramount.




TABLE OF CONTENTS

Chapter : 1 Introduction 6

1.1 Concept of Absenteeism 7

1.2 Measurement of Absenteeism 10

1.3 Peculiar Features of Absenteeism 12

Chapter : 2 Causes and Effect of Absenteeism 13

2.1 Causes of Absenteeism 14

2.2 Analysis of Causes 17

2.3 Effect of Absenteeism on Industrial Progress 20

Chapter : 3 Absenteeism – Types & Their Control 21

3.1 Type of Absenteeism 23

1. Innocent Absenteeism 23

o Counseling Innocent Absenteeism 24

2. Culpable Absenteeism 26

o Corrective Action for Culpable Absenteeism 27

3.2 Guideline & Measures for Control Of Absenteeism 29

Chapter : 4 Conclusion 35

Chapter : 5 Recommendation & Suggestion 40

Bibliography ………. 42




CHAPTER :1

INTRODUCTION




CHAPTER: 1

INTRODUCTION

1.1 CONCEPT OF ABSENTEEISM

What exactly is “Employee Absenteeism”?

• Employee Absenteeism can be defined as stress that leads to work exhaustion.

• Sadly, it is the most gifted and committed employees that tend to burn out first.

• Because of their high standards and tendency towards perfectionism, these employees

end up burning the candle at both ends.

• The result may be complete burnout.

It refers to workers absence from their regular task when he is normally schedule to

work. The according to Webster’s dictionary

“Absenteeism is the practice or habit of being an absentee and an absentee is one

who habitually stays away from work.”

According to Labour Bureau : - Absenteeism is the total man shifts lost because

of absence as percentage of total number of man shifts scheduled to work.

In other words, it signifies the absence of an employee from work when he is

scheduled to be at work. Any employee may stay away from work if he has taken leave

to which he is entitled or on ground of sickness or some accident or without any

previous sanction of leave. Thus absence may be authorised or unauthorised, wilful or

caused by circumstances beyond one’s control.

Maybe even worse than absenteeism, it is obvious that people such as

malingerers and those unwilling to play their part in the workplace can also have a

decidedly negative impact.




Such team members need individual attention from frontline supervisors and

management. Indeed, as prevention is better than cure, where such a problem occurs, it

is always important to review recruitment procedures to identify how such individuals

came to be employed in the first place.

For any business owner or manager, to cure excessive absenteeism, it is essential

to find and then eliminate the causes of discontent among team members.

If they find their supervisor or job unpleasant - really unpleasant - they look for

legitimate excuses to stay home and find them with things such as upset stomachs or

splitting headaches.

Any effective absentee control program has to locate the causes of discontent and

modify those causes or eliminate them entirely. In other words, if we deal with the real

reasons team members stay home it can become unnecessary for them to stay away.

Sometimes team members call in sick when they really do not want to go to

work. They would not call you up and say, “I’m not coming in today because my

supervisor abuses me.”

Or, “I’m not coming in today because my chair is uncomfortable.” Or, “I’m not

coming in today because the bathrooms are so filthy, it makes me sick to walk into

them.”

There are a few essential questions to consider at the outset if you want to make

a measurable improvement to your absenteeism figures.

Why is your present absenteeism policy ineffective?

Where and when is excessive absenteeism occurring? In many cases, under-

trained supervisors could be a contributing factor.




The causes of EA/burnout are many:

– Extended hours and crammed schedules

– Increased job insecurity

– Changes in company policy: e.g., increased performance demands; loss of incentive

programs

– Downsizing and similar workplace interventions, Excessive desire for personal

achievement

It is commonly expected that low pay, poor benefits and high workloads will be the

major causes.

However, in numerous employee surveys absenteeism generally has been

identified as a symptom of low job satisfaction, sub-standard working conditions and

consistent negative and unfair treatment received by first-line supervisors.

How much formal training have your supervisors received on absenteeism

containment and reduction? If your answer is none or very little, maybe you have

found the solution.

As with every other element within your organization, you cannot ask a person to

do a job he or she has never been trained to do.

Many human resources specialists have found that repetitive, boring jobs coupled

with uncaring supervisors and/or physically unpleasant workplaces are likely to lead

workers to make up excuses for not coming to work.

If your team members perceive that your company is indifferent to their needs,

they are less likely to be motivated, or even to clock on at all.

One way to determine the causes of absenteeism is to question your supervisors

about excessive absenteeism, including what causes it and how to reduce it.




Of course, if your supervisors have made no efforts to get to know the team

members in their respective departments, they may not be able to provide reasons.

However, just the act of questioning may get the ball rolling and signal to your

supervisors that their involvement is important.

Once a manager finds the real reasons for absenteeism there is another important

step. Through open communication, you need to change the team member’s way of

reacting and responding to discontent.

Other problems will no doubt arise in the future. If the way of responding has not

been reviewed, then the same cycle is likely to start all over again.

So often absenteeism problems can be sheeted back to the supervisor level and to

unsatisfactory working conditions. Without improvement in these areas, you can

expect your high rate of absenteeism to continue.

1.2 MEASUREMENT OF ABSENTEEISM

For calculating the rate of absenteeism we require the number of people

scheduled to work and number of people actually present. Absenteeism can be find out

of absence rate method.

For Example:

a) Average number of employees in work force : 100

b) Number of available workdays during period : 20

c) Total number of available workdays (a x b) : 2,000GUIDED BY: 10 SUBMITTED BY:



d) Total number of lost days due to absences during the period : 93

e) Absenteeism percent (d [divided by] c) x 100 : 4.65%

Since absenteeism is a major barometer of employee morale, absenteeism above 5

percent has to be considered as very serious (across most industries 3 percent is

considered standard).

APPROX ABSENTEEISM RATE

IN AN ORGANATION




1.3 PECULIAR FEATURES OF ABSENTEEISM

On the basis of studies undertaken certain observations may be made:

a) The rate of absenteeism is lowest on payday; it increases considerably on the days

following the payment of wages and bonus. The level of absenteeism is

comparatively high immediately after payday. When worker either feel like having

a good time or in some other cases return home to their villages family and after a

holiday, has also been found to be higher than that on normal days.

b) Absenteeism is generally high workers below 25 years of age and those above 40.

“The younger employees are not regular and punctual”. Presumably because of the

employment of a large no. of new comers among the younger age groups, while

the older people are not able to withstand the strenuous nature of the work.

c) The percentage of absenteeism is higher in the night shift than in the day shift.

This is so because workers in the night shift experience great discomfort and

uneasiness in the course of their work than they do during day time.

d) 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 harvest

season (Sept-Oct) when the rate goes as high as 40%.




CHAPTER : 2

CAUSES AND EFFECT OF ABSENTEEISM




CHAPTER: 2

CAUSES AND EFFECT OF ABSENTEEISM

2.1 CAUSES OF ABSENTEEISM

Some facts about Absenteeism

Most employees miss work because of personal illness or illness involving a member of the

family.

Employees also miss work because of stress.

• The primary factor affecting an employee’s stress level is his/her perception of the

relationship with his/her supervisor or manager.

• Authoritarian management styles promote the highest rates of employee burnout and

absenteeism.

Absenteeism is costly to a company’s bottom-line.

The general cause of absenteeism may be summarized as below:-

1) MALADJUSTMENT WITH FACTORY

In factory the worker finds caught within factory walls, he is bewildered by heavy

traffic, by strangers speaking different and subjected to strict discipline and is ordered

by complete strangers to do things which he cannot understand. As a result he is under

constant strain, which cause him serious distress and impairs his efficiency. All these

factors tend to persuade him to maintain his contacts with village.

2) SOCIAL AND RELIGIOUS CEREMONIES




Social and religious ceremonies divert workers from workers to social activities. In

large number of cases incidence of absenteeism due to religious ceremonies is more

than due to any other reason.

3) HOUSING CONDITIONS

Workers also experience housing difficulties. Around 95% of housing occupied by

industrial workers in India is unsatisfactory for healthful habitations. This leads to loss

the interest in work.

4) INDUSTRIAL FATIGUE

Low wages compel a worker to seek some part time job to earn some side income. This

often result inconstant fatigue, which compels to remain absent for next day.

5) UNHEALTHY WORKING CONDITION

Irritating and intolerable working conditions exist in a factory. Heat, moisture, noise,

vibration, bad lighting, dust fumes and overcrowding all these affect the workers health

causing him to remain absent from work a long time.

6) ABSENCE OF ADEQUATE WELFARE ACTIVITIES

High rate absenteeism is also due to lack of adequate welfare facilities Welfare

activities include clean drinking water, canteen, room shelter, rest rooms, washing and

bathing facilities, first aid appliances etc.

7) ALCOHOLISM

Some of the habitual drunkards spend whole of their salary during first week of each

month for drinking purpose. Therefore 2 or 3 weeks after getting their salary absent

themselves from their work.

8) INDEBTNESS




All those workers who undergo financial hardships usually borrow money lenders at

interest rate which are very high, which often cumulates to more than 11 – 12 times

their actual salaries. To avoid the moneylenders they usually absent themselves from

work because they are unable to return the money in stipulated time.

9) IMPROPER & UNREALISTIC PERSONNEL POLICIES

Due to favoritism and nepotism which are in the industry the workers generally become

frustrated. This also results in low efficiency, low productivity, unfavorable

relationship between employee and supervisor, which in turn leads to long period of

absenteeism.

10) INADEQUATE LEAVE FACILITIES

Negligence on part of the employee to provide leave facility compel the worker to fall

back on ESI leave. They are entitled to 50 days leave on half on pay. Instead of going

without pay the worker avail themselves of ESI facility

11) MANEERIAL & ENVIRONMENTAL FACTOR

Authoritarian managers : The characteristics of an authoritarian manager:

– Poor listening skills and communication skills

– Tendency to set unreachable goals

– Personal inflexibility

– Tendency to blame others for problems

– Insist that things must always be done their way

– Tendency to micro-manage and be task-driven

– Sometimes yell, scream, and curse at employees

Work conditions:

– The relational climate of a job can affect employees’ willingness to show up to work.

– Negative relationships between employees and their supervisors can result in

absenteeism.




– Employees miss work as a form of “acting out”.

– But sometimes employees miss work because of unresolved conflict between each other.

– Interventions to reduce interpersonal work stress can help deter employee absenteeism

and burnout.

Lack of incentives:

– While many companies punish employees for missing work, few think of rewarding

those that show up faithfully.

– Incentives can boost motivation and reduce burnout.

– Examples of incentives that work:

• Being able to cash it unused sick days

• Bonuses for perfect attendance

• Certificates of achievement

No attendance policy:

Many companies do not have an explicit policy requiring employees to honor their commitment

to the job.

– An attendance policy allows a manager to intervene in cases where an employee is

frequently absent.

– An official policy allows managers to identify and refer to the EAP employees that may

have other problems e.g., alcoholism, domestic problems, etc.

2.2 ANALYSIS OF CAUSES

In general survey at an origination we found that approx ratio of case of absenteeism.

1) FAMILY ORIENTED & RESPONSIBILITES

It was observed that about 40% case absenteeism is family oriented and more

responsibilities of workers. It increases in harvesting season.

2) HOUSING FACILITYGUIDED BY: 17 SUBMITTED BY:



In about 30% cases, the workers remain absent because there is no housing facilities

and the workers stay alone and great distance from factory.

3) SOCIAL CEREMONIES

In 20 % cases it was found that social and religious functions divert worker from work.

4) SICKNESS AND ACCIDENT

In 20% case the workers remain absent due to ill health and disease and in 15% cases

workers remain absent due to accident.

5) TRANSPORTATION

Most of the workers have to travel long distance to reach the work place. Most of the

workers are not satisfied with transport facilities.

6) MANAGEMENT SYSTEM

Near about 34% people are dissatisfied with management system because they feel that

their work is not being recognized and promotions are biased.

7) WELFARE FACILITES

In 13% cases, the workers are not satisfied with welfare facilities.

8) WORKING CONDITIONS

In 21% cases, the workers feel that there is not good working condition, because they

work in standing position which causes to remain absence for relaxation.

Sign of Employee who causes with “Absenteeism”




Burnout, Absenteeism, & Turnover

• All three factors affect each other and are affected by each other.

• Burnout has been identified as one of the principal causes of both absenteeism and

excessive turnover.

• Let’s therefore look at some of the psychological aspects of burnout.

From “enthusiastic” to “burnt-out”

• Stages of Career Burnout:

• Enthusiasm

• Stagnation

• Frustration

• Apathy

• Intervention/No Intervention

• Burnout

Physical signs of Burnout

• Fatigue and exhaustion

• Inability to shake off a cold

• Feeling run down

• Headaches

• GI disturbances

• Weight fluctuation

• Sleeplessness

• Shortness of breath

Psychological signs of Burnout

• Working harder and feeling as if you are accomplishing less and less.GUIDED BY: 19 SUBMITTED BY:



• Coming to work late and leaving early.

• Resentment – of clients, colleagues, management.

• Boredom, disenchantment, and a lack of enthusiasm.

• Feeling confused, disoriented, and out of place.

• Feeling guilty (because of underperformance).

• Experiencing a sense of futility and pointlessness.

Loss of temper; displacement of anger to others.

2.3 EFFECTS OF ABSENTEEISM ON INDUSTRIAL PROGRESS

It is quite evident from the above that absenteeism is a common feature of industrial

labour in India. It hinders industrial growth and its effect in two fold.

1) LOSS TO EMPLOYERS

On other hand, the employer has to suffer a greater loss due to absentees. It disturbs the

efficiency and discipline of industries consequently, industrial production is reduced. In

order to meet the emergency and strikes, an additional labour force is also maintain by

the industries. On certain occasions, those workers are employed who present

themselves at factory gates. During strikes they are adjusted in place of absent workers.

Their adjustment brings serious complications because such workers do not generally

prove themselves up to work. Higher absenteeism is an evil both for workers and the

employers and ultimately it adversely affects the production of industries.

2) LOSS TO WORKER

Firstly due to the habit of being absenting frequently worker’s income is reduced to a

large extent. It is because there is a general principle of “no work – no pay”. Thus the

time lost in terms of absenteeism is a loss of income to workers




Some facts about Turnover

• Zero percent turnover is neither realistic nor possible.

• Some turnover is actually desirable – new employees being fresh ideas and new energy.

• Excessive turnover can be very costly to a company. (The costs of turnover to be

discussed in next slide.)

• Turnover is often the result of burnout; some workplaces respond to this by demanding

even more from the few remaining employees, i.e., a vicious cycle.

• It is important to know how to attract and keep the right talent.

The high costs of Turnover

• The financial costs of hiring and training new employees vary from job to job and

company to company – but there is always a cost.

• Whatever the financial cost, excessive turnover often results in a waste of valuable

resources.

• Other costs are less tangible, and include:

– Customer service disruption

– Emotional costs including loss of morale

– Burnout/absenteeism among remaining employees

– Loss of experience and lack of continuity of service




CHAPTER : 3

ABSENTEEISM - TYPES & THEIR CONTROL




CHAPTER : 3

ABSENTEEISM - TYPES & THEIR CONTROL

Combating Absenteeism

• Change management style:

• Identify authoritarian managers

• Provide appropriate management training

• Change working conditions:

• Adopt policies and values that promote employee respect and professionalism

• Develop and promote an internal conflict resolution procedure

• Take employee complaints seriously – sometimes listening is enough.

• Work to create a “just” working climate.

• Provide incentives for attendance:

• Use an incentive program that is suited to your particular company – one size doesn’t fit

all.

• Allow employees to have input into the development of an incentive program.

• Develop an attendance policy:

3.1 TYPE OF ABSENTEEISM

There are two types of absenteeism, each of which requires a different type of

approach.

1. INNOCENT ABSENTEEISM

2. CULPABLE ABSENTEEISM

1. INNOCENT ABSENTEEISM GUIDED BY: 23 SUBMITTED BY:



Innocent absenteeism refers to employees who are absent for reasons beyond their

control; like sickness and injury. Innocent absenteeism is not culpable which means that

it is blameless. In a labour relations context this means that it cannot be remedied or

treated by disciplinary measures.

COUNSELING INNOCENT ABSENTEEISM

Innocent absenteeism is not blameworthy and therefore disciplinary action is not

justified. It is obviously unfair to punish someone for conduct which is beyond his/her

control. Absenteeism, no matter what the cause, imposes losses on the employer who is

also not at fault. The damage suffered by the employer must be weighed against the

employee's right to be sick. There is a point at which the employer's right to expect the

employee to attend regularly and fulfill the employment contract will outweigh the

employee's right to be sick. At such a point the termination of the employee may be

justified, as will be discussed.

The procedure an employer may take for innocent absenteeism is as follows:

1. Initial counseling(s)

2. Written counseling(s)

3. Reduction(s) of hours and/or job reclassification

4. Discharge

Initial Counseling

Presuming you have communicated attendance expectations generally and have already

identified an employee as a problem, you will have met with him or her as part of your

attendance program and you should now continue to monitor the effect of these efforts

on his or her attendance.




If the absences are intermittent, meet with the employee each time he/she returns to

work. If absence is prolonged, keep in touch with the employee regularly and stay

updated on the status of his/her condition. (Indicate your willingness to assist.)

You may require the employee to provide you with regular medical assessments. This

will enable you to judge whether or not there is any likelihood of the employee

providing regular attendance in future. Regular medical assessments will also give you

an idea of what steps the employee is taking to seek medical or other assistance. Formal

meetings in which verbal warnings are given should be given as appropriate and

documented. If no improvement occurs written warning may be necessary.

Written Counseling

If the absences persist, you should meet with the employee formally and provide

him/her with a letter of concern. If the absenteeism still continues to persist then the

employee should be given a second letter of concern during another formal meeting.

This letter would be stronger worded in that it would warn the employee that unless

attendance improves, termination may be necessary.

Reduction(S) of Hours and or Job Reclassification

In between the first and second letters the employee may be given the option to reduce

his/her hours to better fit his/her personal circumstances. This option must be

voluntarily accepted by the employee and cannot be offered as an ultimatum, as a

reduction in hours is a reduction in pay and therefore can be looked upon as discipline.

If the nature of the illness or injury is such that the employee is unable to fulfil the

requirements of his/her job, but could for example benefit from modified work, counsel

the employee to bid on jobs of such type if they become available. (N.B. It is

inadvisable to "build" a job around an employee's incapacitates particularly in a

unionized environment. The onus should be on the employee to apply for an existing

position within his/her capabilities.)




Discharge

Only when all the previously noted needs and conditions have been met and everything

has been done to accommodate the employee can termination be considered. An

Arbitrator would consider the following in ruling on an innocent absenteeism dismissal

case.

a) Has the employee done everything possible to regain their health and return to

work?

b) Has the employer provided every assistance possible? (i.e. counseling, support,

time off.)

c) Has the employer informed the employee of the unworkable situation resulting

from their sickness?

d) Has the employer attempted to accommodate the employee by offering a more

suitable position (if available) or a reduction of hours?

e) Has enough time elapsed to allow for every possible chance of recovery?

f) Has the employer treated the employee prejudicially in any way?

As is evident, a great deal of time and effort must elapse before dismissal can take

place.

These points would be used to substantiate or disprove the following two fold test.

1. The absences must be shown to be clearly excessive.

2. It must be proven that the employee will be unable to attend work on a regular

basis in the future.

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 proven that the employee was not sick, is

guilty of culpable absenteeism. To be culpable is to be blameworthy. In a labour

relations context this means that progressive discipline can be applied.

For the large majority of employees, absenteeism is legitimate, innocent absenteeism

which occurs infrequently. Procedures for disciplinary action apply only to culpable

absenteeism. Many organizations take the view that through the process of individual

absentee counseling and treatment, the majority of employees will overcome their

problems and return to an acceptable level of regular attendance.

CORRECTIVE ACTION FOR CULPABLE ABSENTEEISM

As already indicated, culpable absenteeism consists of absences where it can be

demonstrated that the employee is not actually ill and is able to improve his/her

attendance.

Presuming you have communicated attendance expectations generally, have identified

the employee as a problem, have met with him/her as part of your attendance program,

made your concerns on his specific absenteeism known and have offered counseling as

appropriate, with no improvement despite your positive efforts, disciplinary procedures

may be appropriate.

The procedures for corrective/progressive discipline for culpable absenteeism are

generally the same as for other progressive discipline problems. The discipline should

not be prejudicial in any way. The general procedure is as follows: [Utilizing

counseling memorandum]

1. Initial Warning(s)

2. Written Warning(s)

3. Suspension(s)

4. Dismissel




Initial Warning “Verbal Warning”

Formally meet with the employee and explain that income protection is to be used only

when an employee is legitimately ill. Advice the employee that his/her attendance

record must improve and be maintained at an improved level or further disciplinary

action will result. Offer any counseling or guidance as is appropriate. Give further

verbal warnings as required. Review the employee's income protection records at

regular intervals. Where a marked improvement has been shown, commend the

employee. Where there is no improvement a written warning should be issued.

Written Warning

Interview the employee again. Show him/her the statistics and point out that there has

been no noticeable (or sufficient) improvement. Listen to the employee to see if there is

a valid reason and offer any assistance you can. If no satisfactory explanation is given,

advise the employee that he/she will be given a written warning. Be specific in your

discussion with him/her and in the counseling memorandum as to the type of action to

be taken and when it will be taken if the record does not improve. As soon as possible

after this meeting provide the employee personally with the written warning and place a

copy of his/her file. The written warning should identify any noticeable pattern If the

amount and/or pattern continues, the next step in progressive discipline may be a

second, stronger written warning. Your decision to provide a second written warning as

an alternative to proceeding to a higher level of discipline (i.e. suspension) will depend

on a number of factors. Such factors are, the severity of the problem, the credibility of

the employee's explanations, the employee's general work performance and length of

service.

Suspension (only after consultation with the appropriate superiors)

If the problem of culpable absenteeism persists, following the next interview

period and immediately following an absence, the employee should be interviewed and




advised that he/she is to be suspended. The length of the suspension will depend again

on the severity of the problem, the credibility of the employee's explanation, the

employee's general work performance and length of service. Subsequent suspensions are

optional depending on the above condition.

Dismissal (only after consultation with the appropriate superiors)

Dismissals should only be considered when all of the above conditions and

procedures have been met. The employee, upon displaying no satisfactory improvement,

would be dismissed on the grounds of his/her unwillingness to correct his/her absence

record.

3.2 GUIDELINES & MEASURES FOR CONTROL OF ABSNTEEISM

Absenteeism is a disease that appears whenever a company fails to inoculate itself

through the use of sound management practices. To cure excessive absenteeism, one has

to know the exact causes and then examine the available, workable and proven solutions

to apply against those causes.

To embark upon a successful absenteeism reduction program, you need to make sure you

have some basic information and facts about absenteeism in your company. Consider the

following four questions, which should help you further focus your ideas and put a plan into

action.

Q. Why is present absenteeism policy ineffective?

Absenteeism policies vary in effectiveness. Most ineffective policies I have

reviewed have a common denominator: They allow "excused" absences, whereas those

that do work are "no fault" policies.

Q. Where and when is excessive absenteeism occurring?




Numerous studies have concluded that under trained supervisors is one of the

main causes of absenteeism. Therefore, any company experiencing absenteeism of

greater than 3 percent should consider supervisors as a potential contributor to the

problem.

Given that this may be the case, you first should check the percentage of

employee absenteeism by supervisor to see if it is concentrated around one or two

supervisors. If it is, you've begun to uncover the obvious--undertrained supervisors. If,

however, your research reveals that the rate of absenteeism is almost equally distributed

throughout your factory, you will need to investigate other possible causes.

Q. What are the real causes for absences?

People-oriented companies are very sensitive to employee opinions. They often

engage in formal mini-studies to solicit anonymous employee opinions on topics of

mutual interest. These confidential worker surveys commonly ask for employee opinion

regarding higher-than-normal absenteeism.

In other words, employees revealed that repetitive, boring jobs coupled with

uncaring supervisors and/or physically unpleasant workplaces led them to make up

excuses for not coming to work, such as claiming to be sick.

One way to determine the causes of absenteeism is to question your supervisors

about their employees' excessive absenteeism, including what causes it and how to

reduce it.

Q. How much formal training have your supervisors received on absenteeism

containment and reduction?

If you find that your supervisors hesitate to provide meaningful answers to your

questions, then you're on the right track toward a solution. Ask yourself, "How much

formal training have I given my supervisors in the areas of absenteeism reduction and




human resources skills?" If your answer is none or very little, your solution can't be far

behind. The fact of the matter is, you cannot ask a person to do a job he or she has

never been trained to do.

Following are the measures to control absenteeism:-

1) ADOPTION OF A WELL DEFINED RECRUITMENT PROCEDURE

The selection of employees on the basis of command, linguistic and family

consideration should be avoided. The management should look for aptitude and

ability in the prospective employees and should not easily yield or pressure of

personal likes and dislikes. Application blanks should invariably be used for a

preliminary selection and tools for interviews. The personal officer should play more

effective role as coordinator of information, provided that he has acquired job

knowledge in the function of selection. Employers should also take into account the

fact that selection should be for employee’s development, their reliance. They should

as far as possible rely on employment exchange.

2) PROVISION OF HEALTHFUL AND HYGENIC WORKING CONDITION

In India, where the climate is warm and most of the work involves manual labour, it is

essential that the workers should be provided with proper and healthy working

conditions. The facilities of drinking water, canteens, lavatories, rest rooms, lighting

and ventilation, need to be improved. Where any one of these facilities is not available,

it should be provided and all these help in keeping the employee cheerful and increase

productivity and the efficiency of operations throughout the plant.

3) PROVISION OF REASONABLE WAGES AND ALLOWANCE AND JOB

SECURITY TO WOTRKERS




The wages of an employee determine his as well as his family standard of living. This

single factor is important for him than other. The management should, therefore pay

reasonable wages and allowances, taking into account the capacity of the industry to

pay.

4) MOTIVATORS WELFARE AND SOCIAL MEASURES

The management should consider the needs of workers and offer them adequate and

cheap housing facilities, free of subsidized food, free medical and transport facilities,

free education facilities for their children and other monetary benefits. As for social

security is concern, the provision of Provident Fund, SBI facilities, Gratuity and

Pension, all those need to be improved.

5) LIBERAL GRANT OF LEAVE

The management’s strict attitude in granting leave and holidays even when the need for

them is genuine, tempts workers to go on E.S.I. leave for under this scheme, they can

have 56 days leaves in years on half pay. An effective way of dealing with absenteeism

is to liberalise leave rules.

6) IMPROVED COMMUNICATION AND PROMPT REDRESSAL OF

GRIEVANCES

Since a majority of the workers are illiterate or not highly educated bulletins and

written notices journals and booklets are not easily understood by them. Meetings and

concealing are called for written communication becomes meaningful only when

workers can readied understood them, too many notices should be avoided only the

essential ones should be put on the boards, which should be placed near the entrance

inside the canteen and in areas which are frequently visited by the workers so that they

are aware of the policies of the company and any sort changes being made.




7) SAFETY AND ACCIDENT PREVENTION

Safety at work can be maintained and accidents can be prevented if the management

tries to eliminate such personal factors as negligence, overconfidence, carelessness,

vanity, etc and such material factorizes unguarded machinery and explosives, defective

equipment and hand tools. Safe methods of operation should be taught. In addition

consistent and timely safely instruction, written instructions (manual) in the regional

language of the area should be given to the work force.

8) CORDIAL RELATIONS BETWEEN SUPERVISORS AND WORKERS

The supervisor should be recognise that industrial work is a groups task and cannot be

properly done unless discipline is enforced and maintained. Cordial relations between

the supervisors and these workers are therefore essential for without them, discipline

cannot be increased. One of the consequences of unhealthy relations between

supervisors and subordinates is absenteeism.

9) DEVELOPMENT OF WORKERS BY TRAINING

The system of worker’s education should be so designed as to take into account their

educational needs as individuals for their personal evaluation, as operatives for their

efficiency and advancement, as citizens for happy integrated life in the community, as

members of a trade union for the protection of their interests. The educational programs

according to their national commission on Labour should be to make a worker:-

I. A responsible, committed and disciplines operative.

II. Aware of his rights and obligations.

III. Lead a calm, clean and health life,based on a firm foundation.

IV. A responsible and alter citizen.




CHAPTER: 4

CONCLUSION




CHAPTER: 4

CONCLUSION

In the conclusion part we can say that employee absenteeism must be reduce properly and timely

through various practices or analysis in organization. Finding out the reason of being absent

through feed back and fulfilling the various types of needs must be done.

Human Resource Department of the organization must have ………

i. To identify the rate of absenteeism of “worker”.

ii. To identify the causes of absenteeism.

iii. To suggest any measures to reduce the rate of absenteeism

From the following steps organization can measure & Analysis the Employee

Absenteeism .

The research reveals that one of the major problems is absenteeism in our industries &

organizations. Absenteeism hinders planning, production, efficiency and functioning of

the organization. In fact high rates of absenteeism affect an organization state of health

and also supervisory and managerial effectiveness.




The population for the study comprised of absentees for current year, the total sample

50 workers.

The sources of data for the purpose of study were both primary and secondary. Primary

data was collected through questionnaire which was mainly close-ended questionnaire

and discussion with workers whereas secondary data was collected from records

maintained by personal department and time office. Percentage method is used for the

analysis of data and bar graphs are used to present that data.

There are some limitations for measure & analysis which are as follows:-

a) As it was not possible to visit each department the true picture of working

condition could not be judged.

b) The workers were busy with their work therefore they could not give enough

time for the interview.

c) The personal biases of the respondents might have entered into their response .

d) Some of the respondents give no answer to the questions which may affect the

analysis.

e) Respondents were reluctant to disclose complete and correct information

Because of a small period of time only small sample had to be considered which doesn’t actually reflect and accurate and intact picture

QUESTIONNAIRE

From the following questionnaire we can measure & Analysis the Employee

Absenteeism In an organization

Personal Information

Name ………………………………………………………………………..




Age…………………………. Sex………………………..……

Job status…………………………………………………………………….

1) For how many years you are working with The industries or organization ?

(a) 0-1 yr (b) 1-2 yr

(c) 2-5 yr (d) < 5 yr

2) How often you remain absent in a month?

(a) Nil (b) Once

(c)Twice (d) < Twice

3) According to you what is the main reason for employees absent?

(a) Health problem / domestic reasons (b) Stress

(c)Work dissatisfaction (d) Working environment

4) Your views regarding the present Absenteeism Policy of The industries or

organization ?

(a) Excellent (b) Good

(c) Fair (d) Don’t know

5) Are you clear about your work / job responsibilities?

(a) Well clear (b) Good

(c) Fairly clear (d) Don’t know

6) Are you satisfied with your work?

(a) Well satisfied (b) Good

(c) Fair (d) Not satisfied

7) Your views regarding the working environment of The industries or

organization & work place?





(c) Fair (d) Poor

8) How are your relations with your superiors / co-workers?


(c) Fair (d) Poor

9) Your superior’s behaviour towards your problems?


(c) Fair (d) Poor

10) Your views regarding the facilities provided to you by The industries or

organization ?


(c) Fair (d) Poor

Any suggestions / Comments ________________________________________________________________ __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

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CHEPTER : 5

RECOMMENDATIONS AND SUGGESTIONS




CHEPTER : 5

RECOMMENDATIONS AND SUGGESTIONS

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

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

absenteeism:-

1) Provide Incentives- An incentive provides an employee with a boost to their

motivation and avoid unnecessary absenteeism. Incentives like two hours of

bonus pay for every month of perfect attendance can improve a lot.

2) Employee Assistance Program- If you confront an employee about his or

her frequent absenteeism and you find out that it is due to personal problems

refer them to EAP.

3) Sickness Reporting – Tell employees that they must phone in as early as

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

to return.

4) Return to Work Interview- When an employee returns to work then ensure

that they have a ‘return to work interview’.




5) MOTIVATORS WELFARE AND SOCIAL MEASURES-The management

should consider the needs of workers and offer them adequate and cheap housing

facilities, free of subsidized food, free medical and transport facilities, free

education facilities for their children and other monetary benefits. As for social

security is concern, the provision of Provident Fund, SBI facilities, Gratuity and

Pension, all those need to be improved.

In the end to conclude this report I would like to specify that the project allotted to me

on ABSENTEEISM was of immense help to me in understanding the working

environment of an organization, thereby providing a firsthand practical experience.

Suggestion: Some final thoughts…

• Stress management training is a crucial aspect of reducing employee burnout.

• Lunch-time de-stressing programs can help.

• It is important to be able to identify employees who are at risk – and encourage them to

seek help from the company’s EAP provider. Don’t lose another valuable employee to burnout.

• Estimate the cost to your company of absenteeism – and you will realize that early

intervention is cheaper.

--------------------------------------------




Bibliography ……….

Mamoria C.B. , Personnel Management,

Aswathappa K., Human Resource Management

Aswathappa K., Human Resource Management

Basu K.S., New Dimensions of Personnel Management,

Web Resource

www.hrm guide.com-HRM related articles

www.hrm guide.net-HRM

www.hr-topic.com

www.questia.com-current -articals,research study on hrm



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http://www.hr-topic.com/

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