final report kiruba

8/6/2019 Final Report Kiruba

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Chapter Content Page no.

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2

3

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5

6

7

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9

10

List of Tables

List of figures

Introduction

Literature Review

Profiles

Research methodology

Limitations

Analysis and Interpretation .

Findings,

Suggestion..

Conclusion..

Appendix.

Bibliography

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List of Tables

Table

No.Title of Table

Page

no.

6.1

6.2

6.3

6.4

6.5

6.6

6.7

6.8

6.9

6.10

6.11

6.12

6.13

Table showing the age group among respondents

Table showing education level of respondents

Table shows the experience of the respondents

Table shows the wages of the respondents

Table shows the distance traveled by the employees

Table showing the mode of transport used by employees

Table Showing Satisfaction level of employees with respect to relationship

with Superior

Table showing Satisfaction level of employees with respect to relationshipwith Co-workers

Table showing the satisfaction level of the employees with respect to work

related factors

Table shows the Satisfaction level of the employees with reference to

Psychological Factor

Table showing the satisfaction level of the employees regarding the followingfactors

Table shows the rate of employees absenting themselves with specific reasons

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30

32

34

36

38

40

42

44

46

48

52

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INTRODUCTION

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INTRODUCTION

This project entitled A STUDY ON ABSENTEEISM is done in Kaleesuwari

Refinery Pvt. Ltd, Medavakkam .

Managing the industrial enterprises effectively has become an increasingly

a complex task. Growing competition in several industries is forcing the

management to become more and more concern with costs and efficient utilization

of resource. Problem like change in technology, Change in market trend ,Etc can

be dealt tactfully, but social problems with human touch are difficult to deal. It is

not a one shot affaire. One such problem is taken for this study. ABSEENTISM is

a costly disruptive problem and places unnecessary pressure on staff that are at

work, until they investigate, companies normally do not realize the cost of

absenteeism until they actually measure.

The absenteeism is an illness that strikes nearly every business, leaving it

weak at the margin and down in the mouth. Absentees claims eight days lost per

employee per year. Costs are more different to Quantity. Employees also need to

consider the cost of supplementary of replacement workers. Absentees force the

managers to deal with problems of Morale, discipline, job satisfaction, job stress,

team spirit, productivity, and turn over, quality, additional administration and over

leads. In short, absenteeism Is difficult to quantify or rectify

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OBJECTIVES

Primary Objectives

To study the factors related to Absenteeism existing in Kaleesuwari Refinery

Pvt. Ltd

To identify the factors influencing Absenteeism among workers ofKaleesuwari

Refinery Pvt. Ltd

To generate suggestions

Secondary Objective:

To identify highly influencing factor for absenteeism

To know the expectation of the workers from employer

To study the interpersonal relationship among superior and subordinate in

Kaleesuwari Refinery Pvt. Ltd

To identify the measures to reduce absenteeism

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LITERATURE REVIEW

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REVIEW OF LITERATURE

The following are the related studies that were done in absenteeism. Thesestudies lay as a support for this study. Almost all the studies aim at finding out the

causes for absenteeism

KUNZE and BRANNER (1944)

Stated that the foreman was instrumented in reducing the absenteeism by

exercising fair treatment in dealing with all employees.

NOLAND (1945)

Reported that years of education where inversely related to absenteeism. He

also stated that absence rate increase, as people get older, while frequency rates

decline

BHATIA and VALECHA (1977)

Fond chronic in the higher age bracket having longer length of service in an

other study of Trichy unit BHEL found following additional job factors

influencing absenteeism

The Relationship are Given Below:

The lesser the transfer and changes in assignment, the more the absenteeism

The lesser the awareness of leave taking the more the absenteeism

The lesser the inclination to leave the present job, the more the absenteeism

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DE BALDEV R .SHARMA (1986)

He says that a real causes of absenteeism is a behavior manifestation of thework force which is affected by their thoughts and feelings according to the rural

way of life social festivals religious harmonies family practices, etc add to

absenteeism

TELEPHONE CO (1986) New York

Studied about the absence rate occurred among female employees the study

compare two group of employees

High rate of absenteeism

Low rate of absenteeism

Low rate of absenteeism was found that 1/3 rd of the employee amounted for 80% of

the day lost from work. The principle causes was found to be various respiratory

illness.

High rate of absenteeism were marked by insecurity tension, illness, anxiety, etc these

employees were frequently defensive, suspicious, and unhappy. From the study the

absenteeism that occurred is not simply a reflection of physical disability, also an

evident of physical illness accident or even stress in their lives.

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DEFINITIONS

The following definitions make the concept of absenteeism more clear.

The labour bureau of Simla and surveys of Industries defines absenteeism as the

Failure of the worker to report for the work when he is schedules to Work

The labour bureau does not regard absence from work due to authorized vacation,

privilege leave, strike, lockout, lay-off, and post factor regularized period of over stay

following unauthorized leave as absence.

The labour department of government of India defines absenteeism as the total

man shifts lost because of the absentees as a percentage of the total number of man shifts

scheduled. This definition does not include absence on amount of authorized leave,

layoff, retrenchment, strikes, etc.

According to Webster dictionary Absenteeism is the practice or habit of being an

absentee and an absentee is one who habitually stays away.

Absenteeism is one of the major human resource problems faced by organization

today. Absenteeism reports to the tendency on the part of a worker to absent from his

scheduled work. This behavior patterns acts as an obstacle in smooth running of the

organization. For example, when workers stay away in an unpredictable manner,

employees find it impossible to plan production and to pursue an appropriate piece

fixation on policy. Absenteeism hinders proper manpower planning and there by affects

the quality of Industrial relations. When a worker is able to inform the management well

in advance about his intension to stay away, management can do something to take care

of his duties only when a worker stays away without informing the management, it

becomes the problem for the management.

In India the problem of absenteeism is greater than other countries. In these days

when the needs of the country require greater emphasis upon increase of time and

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materials at our disposal, it is necessary to minimize absenteeism to the maximum

possible.

MEASUREMENT OF ABSENTEEISM:

The measurement of the absence can be expressed as the ratio of the total amount

of time lost through non attendance to the planned working time.

Rate of absenteeism has been defined as the total man shifts lost because of

absence as a percentage of the total calculating the late of persons schedules to work and

the number actually present. Calculation of absence rate can be made in terms of absence

rate can be made in terms of man-days

CAUSES

Important factors leading to absenteeism can be summarized as follows

Long hours of work

Bad working conditions

Boredom

Lack of co-operation and understanding between management and workers

Sickness

Occupational disease

Fatigue

Problems of transport facilities

Low wages

Lack of canteen service, restrooms, etc.

Evil of drinking

Lack of marketing facilities

Social or religious festivals

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Harvest seasons

Marriages

Domestic problems and consultative worries

EFFECTS:

Increasing rate of absenteeism adds very considerably to the loss of Industry, The

problems of absenteeism is intimately linked to the question of production productivity,

profits, Involvements and above all absentee workers themselves the losses caused by

absenteeism can be put briefly as under.

Losses in production and productivity:

It causes production losses interims of quantity and quality

Earnings ( Profits ) are reduced to the organization

Work schedule is disturbed, dislocation of work is causes due to machine

idleness, production capacity is lost due to under-staffing

GENERAL:

Any absence weakens the company goals and productivity. The loss due to

absenteeism is two fold. To start with, there is a district loss to workers because the

irregularity in attendance reduced their income when no work: no pay is the general

rule. On the other hand, the loss to the employees is still greater as both discipline and

efficiency suffer and production goes down. More over- either an additional complimenthas to be maintained throughout the year to meet the energy as the Industries have to

depend, solely on workers who present themselves at the goals and who are generally not

up to the marks. The maintenance of an extra complement and evils. Hence absenteeism

is an evil both for the employers and the workers.

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CONTROL OF ABSENTEEISM

It should be noted that no single measure can be effective in controlling

absenteeism but a skillful combination of various measures would definitely lead to the

desired results.

The Measures are,

Adoption of a well defined recruitments procedure

Provision of healthy and hygienic working conditions

Provision of reasonable wages and allowances and job and security for workers

Motivation of workers through welfare and social measures.

Improved communication and prompt redresal of grievances.

Liberal grant for leave.

Safety should be ensured

Accident prevention

Cordial relationship between worker and supervisor

Development of workers education

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LUYNN TYLEZAKS EIGHT STEPS TO REDUCE ABSENTEEISM

Author says that high morale is key to low absence .There are Eight steps to

improve employee morale

Emulate - Managers and superiors must set a positive example

Appreciate - Appreciate workers and their values

Ingratiate - Relationship with the employers will make them to stay.

Stimulate - Boredom is not at the root of all absentee but helps to sow

the seed of discontent.

Integrate - Motivate and build a team spirit

Contemplate - If f there is a change let the workers know the advantages

Delegate - The workers must be given interesting and challenging job

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Company Profile

Company Profile

The success story began with the establishment of Kaleesuwari Refinery Pvt. Ltd.

in 1993. Since then, the company has made incredible strides in the edible oil market

with its flagship brand "Gold Winner". Driven by the goal to provide quality products at

affordable rates, Gold Winner within a short span of time, has become the most preferred

brand.

Gold Winner has proved once again that it is aptly named - according to a report

published by The Economic Times Brand Equity on April 21, 2004, Gold Winner is

ranked 63rd among India's top hundred Fast Moving Consumer Goods (FMCG) brands

by A.C. Nielsen Retail Audit. This comprehensive retail audit was done based on a

variety of parameters including sales, top-of-the mind recall and trust. Not long ago, an

ORG-MARG survey also had rated Gold Winner as number one in the FMCG (edible

oils) category in South India. Gold Winner has become a member of the US based

National Sunflower Association (NSA), whose aim is to promote quality sunflower

products across the globe keeping the health of the people in mind. Gold Winner crossed

another mile stone in September 2005 by receiving ISO 9001:2000 & HACCP

Certifications. The HACCP(Hazard Analysis and Critical Control Point) Certificationconfirms that the process is free from physical, chemical and biological contamination

thereby assuring complete food safety.

GOLD Winner, the flagship sunflower oil brand from Kaleesuwari Refinery PvtLtd, has received two international quality certifications that make it unique among

edible oils, according to a press release from Kaleesuwari Refinery.

It has received HACCP (Hazard Analysis Critical Control Points) certification to

receive, refine, package and supply edible oils and hydrogenated fats. The certification,valid for five years, confirms that the process does not have any physical, chemical or

biological contamination.

Gold Winner has also been awarded ISO 9001:2000 for its oil manufacturing process. The three-year certificate issued by TUV Management Services Gmbh,

Germany, is for its manufacturing plant at Vengaivasal, 30 km from Chennai

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Gold Winner finds a place in every discerning home, thanks to the highly

sophisticated and rigorous processes adopted to refine crude sunflower oil. A unique

distribution network ensures that the end consumer always keeps company with health

and happiness. Gold Winner is now available in Singapore, Malaysia, Brunei, Kuwait

Dubai, Australia, UK and Srilanka.

The Gold Winner for Health or simply G for H campaign has become a

resounding success only because of the credibility of the communications. In short people

believe and trust that Gold Winner stands for health or simply G for H.

Gold Winner's state-of-the-art production unit is situated at Vengaivasal, about

14km from Chennai, India.

The plant uses automatic continuous technology for processing in order to

maintain the highest standards of hygiene.

The crude oil is systematically purified in well defined stages, "Neutalisation,

Bleaching, Deodourization and De-waxing".

All processes are digitally monitored. Machinery at the plant is inspected

periodically and preventive maintenance of equipments and lines is done to avoid

damages and untimely breakdowns. In observance to stipulated standards, routine

calibration of meters and control device are done.

Quality control at Gold Winner is foolproof with continuous checks during raw

material, processing and end product stages, following Good Labouratory Practice

(GLP) guidelines.

Manpower:

A well educated in-plant safety committee on vigilance ensures the safety of the

machinery and the personnel. Gold Winner has employed qualified and experienced

personnel on all fronts in its production unit. Local workforce is inducted to work on

basic operation after adequate training. All labour welfare amenities are provided to our

skilled manpower.

We care for the environment:

Gold Winner understands its social responsibilities. That is why, Kaleesuwari

Refinery Pvt. Ltd. focuses on environment friendly waste disposal with a top of the line

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effluent treatment plant built in house. Gold Winner adopts safe and healthy practices to

protect the environment.

PROCESS :

Stringent standards of quality are maintained by Kaleesuwari Refinery Pvt. Ltd. for the

manufacture of Gold Winner sunflower oil.

The raw material - crude sunflower oil - is procured from reliable sources in India and

abroad. Undesirable components in crude oil are removed by chemical and thermalprocesses of elimination, by adopting GMP guidelines

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Research MethodologyResearch Methodology

Research - Meaning

A Research is defined as, a scientific undertaking which by means of logical and

systematized techniques aims to:

1) Discover facts of verify and test old facts

2) Analyse their sequences, interrelationships and Casual explanation which were

derived within an appropriate theoretical frames to reference

3) Develop new scientific tools concepts and theories which would facilitate reliable and

valid study of human behavior.

Types of research

Descriptive Research

Applied Research

Quantative Research

Conceptual Research

Research design:

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Every research activity carried out follows a specific frame work in

collecting and analyzing the data ensuring accuracy in an economic way, this frame work

is known as research design. Research designs used in this project are:

Descriptive technique:

Descriptive Research descriptive research includes surveys and facts finding enquiry of

different kinds. The major purpose of descriptive research is description of the state of

affairs as it exists at present.The main characteristic of this method is that the researcher has no control

over the variables; he can only report what has happened or what is happening.

Statistical method the research design followed in this project is descriptive

technique. A statistical survey was made in the Chennai city. The data collected were

analyzed using percentage method. The results were tabulated and plotted in the forms of

pie and bar diagram.

Sampling method:

The method followed was Convenience sampling since the chance of knowing

the particular universe element was known. The method was very convenient since it is

easy to find enquire.

Sample frame:

The main unit of study is made within Chennai city around the survey is

conducted among Employees ofKaleesuwari Refinery Pvt. Ltd

Sample size is 125

Data Collection

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The data types selected for the study are combination of both primary and the

secondary data

The primary data are collected afresh and for the first time, and thus happened to

be original in character.

The primary data are collected through questionnaire method a questionnaire

consist of number of questions printed in a definite order on a form and respondents are

asked to reply in the space provided and the respondents have to answer the questions on

their own

The Secondary data are those which already had been collected by someone else

and which have already been passed through the statistical process this study the

secondary data are collected through Books Magazines and Newspaper

Source of data collection:

The data necessary for this study were collected from 125 employees of

Kaleesuwari Refinery Pvt. Ltd. A detailed survey was done using appropriate

questionnaire.

Technique used:

Direct personal interview were collected to get unbiased information.

This technique offered quick and correct response from the respondent. The

questionnaires were distributed to all age group.

Questionnaire:

Appropriately designed question with sample standard question was used to

collect data. The pattern of questions aims to derive the relevant information sequence

and consumers attitude.

Questions used:

Multiple choice questions:

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This type of question is formed for easy tabulation and to get quick response from

the people. Here several options are given and the public are asked to tick how much ever

option they want.

Ranking Method:

This type of question is used when there are more than two options and wants to

come to a conclusion about the overall perception of the people.

STATISTICAL TOOLS USED

Chi-Square

Chi-Square test is used to study the association between the age, income andoccupation of the respondents with the various advertising variables obtained through the

Questionnaire.

Formula

Then, Oi = Observed valuesEi = Expected Values

Degree of freedom = (r-1) x (c-1)

Where,

r = Number of rows

c = Number of columns

Weighted Average

In this project the weighted average method is used to find the ranking order which is used in

the Questionnaire with this tool we can arrange the variables in the most preferred order

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2 = (Oi-Ei)2Ei


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Formula

Weighted Average = WF/w

Where,

W = Weight

F = Frequency

Percentage Method

The percentage method is used to make all the variables into a uniform fashion and it

rules out all the units all the factors are then converted into 100 and further it is divided.

Formula

% =

Where= No. of variables

DIAGRAMMATIC REPRESENTATION

Bar Diagrams

Bar diagram is a better representation of qualitative data. Bars are vertical lines,

where the lengths of the bars are proportional to their corresponding numerical value.

Pie Diagrams

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N

X 100N


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DATA ANALYSIS & INTERPRETATION

DATA ANALYSIS & INTERPRETATION

Table 6.1 showing the age group among respondents

INFERRENCE

From the above table it is inferred that Majority (42.4%)are among the age group

of 21 30, in the line up next comes the age group of 41 50 (25.6%), 31- 40 comes next

with (21.6%) .

S.No Age group No. of respondents Percentage

1.

2.

3.

4.

21-30

31-40

41-50

51 & above

53

27

32

13

42.4%

21.6%

25.6%

10.4%

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Chart 6.1 showing the age group among respondents

29

0

53

42.40%0

27

21.60%0

32

25.60%0

13

10.40%0

10

20

30

40

50

60

Age Group


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Table 6.2 showing education level of respondents

S.No Education No. of respondents Percentage

1 Below SSLC 63 50.4%

2 SSLC 35 28%

3 +2/ITI 21 16.8%

4 Degree 6 4.8%

INFERRENCE

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From the above table it is inferred that majority (50.4%) of the sample taken have

very less educational qualification, some of the respondents (28%) have educational

qualification upto SSLC, few (16.8) have passed +2/ITI, Very few (4.8%) holds a degree

Chart 6.2 showing the educational level of the respondents

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Educational Level

>SSLC51%

SSLC

28%

+2/ITI

16%

Degree

5%


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Table 6.3 shows the experience of the respondents

S.No Experience No. of respondents Percentage

1 1-5yrs 73 58.4%

2 6-10yrs 31 24.8%

3 11-15yrs 14 11.2%

4 16&above 7 5.6%

INFERRENCE

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From the above table it is inferred that most (58.4%) of the respondents has

experience of 1-5years, 24.8% of the respondents has experience of 6-10yrs, few

respondents has 11-15yrs experience, and finally very few (5.6%) respondents has 16 &

above years of experience.

Chart 6.3 shows the experience of the respondents

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1-5yrs

58%6-10yrs

25%

11-15yrs

11%

16&above

6%

1-5yrs

6-10yrs

11-15yrs

16&above


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Table 6.4 shows the wages of the respondents

S.No Wages No. of respondents Percentage

1 Rs.1000 & Above 38 30.4%

2 More than Rs.2500 56 44.8%

3 Rs.3000-5000 17 13.2%

4 5000 & Above 14 11.6%

INFERRENCE

From the above table it is inferred that Majority(44.8) of respondents gets

wages more that Rs.2500 and less than 3000Rs, Next to that (30.4%) of respondents gets

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wages between Rs.1000 2500, few (13.2%) respondents gets wages between Rs3000

5000, Very few (11.6%) respondents get wages above Rs.5000/-.

Chart 6.4 Showing Wages of the respondents

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30.40%

44.80%

13.20% 11.60%

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

Rs.1000 &

Above

More than

Rs.2500

Rs.3000-5000 5000 & Above


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Table 6.5 shows the distance traveled by the employees

S.No Distance No. of respondents Percentage

1 Above 5km 18 14.4%

2 6 10 km 32 25.6%

3 11- 15 km 46 36.2%

4 15 km above 29 23.2%

INFERRENCE

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From the above table it is inferred that Majority (36.2%) if employees travel an

average distance of about 11 15 Km, next to that 25.6% of employee travels about 6-10

Km, 23.2 % of employee travels about 15Km, and finally 14.4% of employee travels

about 5 Km,

Chart 6.5 showing the distance traveled by employees

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14.40%

25.60%

36.20%

23.20%

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

Above 5km 6 10 km 11- 15 km 15 km above


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Table 6.7 showing the mode of transport used by employees

S.No Distance No. of respondents Percentage

1 Bus 43 34.3%

2 Train 12 9.6%

3 Two Wheeler 61 48.2%

4 Any other 9 7.2%

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INFERRENCE

It is inferred from the table that Two wheelers were mostly (48.3%) used as mode

of transport, followed by bus (34.3%), and then comes the train (9.6%).

Chart 6.7 Showing mode of transport used by employees

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34.30%

9.60%

48.20%

7.20%

0.00%

5.00%

10.00%

15.00%

20.00%

25.00%

30.00%

35.00%

40.00%

45.00%

50.00%

Bus Train Two Wheeler Any other


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Table 6.8 Showing Satisfaction level of employees with respect to relationship with

Superior

S.No Relationship with superior No. of respondents Percentage

1 Satisfied 65 52%

2 Neutral 38 30%

3 Not Satisfied 22 17%

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Chart 6.8 showing Satisfaction level of employees with respect to relationship with

Superior

41

Neutral

30%

Not Satisfied

17%

Satisfied

53%

Satisfied

Neutral

Not Satisfied


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Table 6.9 showing Satisfaction level of employees with respect to relationship with

Co-workers

S.NoRelationship with co workers

No. of respondents Percentage

1 Satisfied 26 20.8%

2 Neutral 48 38.4%

3 Not Satisfied 51 40.8%

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INFERRENCE

From the table it is inferred that 40.8% are not satisfied with the co-worker, verynear to that 38% of people were neutral, and 20% are satisfied

Chart 6.9 showing Satisfaction level of employees with respect to relationship with

Co-workers

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R elations hip with co w o

Satisfie

21%

Neutra

38%

Not Satisfie

41%Satisfied

Neutral

Not Satisfie

WEIGHTED AVERAGE METHOD

Table 6.10 showing the satisfaction level of the employees with respect to work

related factors

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INFERENCE

From the table work related factors are ranked according to the satisfaction level of

employees

RANK

Working Condition 1

Welfare measure 2

Rest period 3

Leave provision available 4

Chart 6.10 showing the satisfaction level of the employees with respect to work

related factors

Opinion Regarding Satisfied NeutralNot

SatisfiedWEIGHTAGE RANK

1

. Working Condition 65 38 22 29.31

2

.Welfare measures 47 66 12 28.5 2

3.

Rest Perio d 32 57 36 24.6 3

4.

Leave provision availability 26 48 51 22.5 4

45

65

47

32

26

38

66

57

48

22

12

36

51

0

10

20

30

40

50

60

70

Working

Condition

Welfare

measures

Rest Period Leave

provision

availability

Satisfied

Neutral

Not Satisfied


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Table 6.11 shows the Satisfaction level of the employees with reference to


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INFERRENCE

From the table Psychological factors are ranked according to the satisfaction level of

employees.

Relationship with Supervisor - 1

Health condition - 2

Relationship with co-worker - 3

Chart 6.11 shows the Satisfaction level of the employees with reference to




1.Relationship with

superior65 38 22 29.3 1

2.Relationship with co

workers26 48 51 22.5 3

3. Health condition 57 32 36 27.1 2

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Table 6.12 showing the satisfaction level of the employees regarding the following

factors

48

Psycological Factors

0

10

20

30

40

50

60

70

0 1 2 3 4

Relationship with

superior

Relationship withco workers

Health condition


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INFERRENCE

Miscellaneous factors are ranked as follows

Treament availed when - 1

met with accident

Medecal Kit in factory - 2

Chart 6.12 showing the satisfaction level of the employees regarding the following

factors



1.Medical kit in yourfactory

26 48 51 24.5 2

2.Treatment availedwhen met with

accident

57 32 36 29.7 1

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50

0%

20%

40%

60%

80%

100%

Satisfied Neutral Not

Satisfied

Treatment availed when

met with accident

Medical kit in your

factory


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Table 6.13 shows the rate of employees absenting themselves with specific reasons

Major Causes ofremaining absent Rarely Often Usually WEIGHTAGE RANK

1.Leave Taken with prior

Permission38 49 38 32.6 2

2. Your frequent leave taken 59 38 28 28.1 5

3. Personal Sickness 86 22 17 31.1 3

4. Family Problem 37 21 6722

12

5. Family Medical Problem 53 38 34 26.9 6

6. Family Work 44 22 59 23.5 11

7 Dislike in job 25 68 32 24.3 9

8. Religious activities 21 35 69 20.2 13

9. Political Involvement 56 28 41 26.5 7

10Residing too far from work

place47 21 57 24 10

11 Visit to native places 66 35 24 28.6 4

12.Improper /Insufficient

Training23 84 18 25.5 8

13.Out Side Works During

Rest Hours50 59 16 34.3 1

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Chart 6.13 shows the rate of employees absenting themselves with specific reasons

52

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

LeaveT

aken

with

priorP

ermission

Yourfre

quentle

avetaken

Personal

Sickness

FamilyProblem

FamilyMe

dicalP

roblem

Fam

ilyWo

rk

Dislike

injob

Religious

activitie

s

Politic

alInvolve

ment

Residing

toofarfromw

orkplace

Visitt

onative

places

Impro

per/Insufficie

ntTra

ining

OutSide

Work

sDuringR

estH

ours

Usually

Often

Rarely


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CHI SQUARE METHOD

Years of experience and Relationship with supervisor

Null Hypothesis (H0) There is no significant relationship between the experience and

relationship with the supervisor.

Alternate Hypothesis (H1) - There is significant relationship between the experience and

relationship with the supervisor.

Observed Frequency Table

Opinion

Experience

Satisfied Neutral Not Satisfied

1-5yrs 38 16 6 63

6-10yrs 14 12 5 31

11-15yrs 8 9 7 14

16&above 5 4 5 7

65 38 22 125

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Expected Frequency

Then,Oi = Observed values

Ei = Expected Values

Degree of freedom = (r-1) x (c-1)

Where,

r = Number of rows

c = Number of columns

Opinion

Experience

Satisfied Neutral Not Satisfied

1-5yrs 32.7 19.1 8.3 63

6-10yrs 16.12 9.4 5.4 31

11-15yrs 7.2 5 4.9 14

16&above 8.3 5.12 4.6 17

65 38 22 125

54

2 = (Oi-Ei)2Ei


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N= (3-1)x(3-1)

= 4

Tabulated Value = 9.48

Since the Tabulated Value is higher than calculated Value we accept Ho

INFERRENCE

There is no significant relationship between the experience and relationship with

the supervisor.

O E (O-E)2 (O-E)2/E

38 32.7 36 1.1

14 16.12 4.84 .3

8 7.2 .64 .09

5 8.3 11 1.32

16 19.1 9 .47

12 9.4 8.5 .89

9 5 16 3.2

4 5.12 1.44 .28

6 8.3 5.24 .635 5.4 .16 .02

7 4.9 2.1 .42

5 4.6 .16 .03

Total Calculated value 8.75

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FINDINGS

FINDINGS

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Majority (42.4%)are among the age group of 21 30, in the line up next comes

the age group of 41 50 (25.6%), 31- 40 comes next with (21.6%) .

Majority (50.4%) of the sample taken have very less educational qualification,

some of the respondents (28%) have educational qualification upto SSLC, few

(16.8) have passed +2/ITI, Very few (4.8%) holds a degree

Most (58.4%) of the respondents has experience of 1-5years, 24.8% of the

respondents has experience of 6-10yrs, few respondents has 11-15yrs experience,

and finally very few (5.6%) respondents has 16 & above years of experience.

Majority(44.8) of respondents gets wages more that Rs.2500 and less than

3000Rs, Next to that (30.4%) of respondents gets wages between Rs.1000 2500,

few (13.2%) respondents gets wages between Rs3000 5000, Very few (11.6%)

respondents gets wages above Rs.5000/-.

Majority (36.2%) if employees travel an average distance of about 11 15 Km,

next to that 25.6% of employee travels about 6-10 Km, 23.2 % of employee

travels about 15Km, and finally 14.4% of employee travels about 5 Km,

Two wheelers were mostly (48.3%) used as mode of transport, followed by bus

(34.3%), and then comes the train (9.6%).

Most of employees are not satisfied with the co-worker, very near to that some of

employees were neutral, and are satisfied

There is no significant relationship between the experience and relationship with

the supervisor.

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SUGGESTIONS

SUGGESTIONS:

The following suggestions were put forth by the researcher based on the findings

of the study

It is suggested that the organization should solicit well educated persons a

minimum qualification of higher secondary, so that the job awareness can be

created in them

It is suggested that a clean and well equipped workplace should be created so that

the workers feels that importance is given for the work don e by him which may

in turn motivate him to do better in his work.

It is suggested that to bring down the level of monotony job rotation can be

practiced. This can motivate to those who tend to absent themselves frequently

Lower salary has been a cause of absenteeism. This could because of less take

home pay due to deduction. Indebtedness is evident as a result of this the

company can introduce attractive incentive schemes, which can motivate them to

attend regularly.

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Many problems in the work place arise from a range of complex personal

difficulties physical ill health and domestic originf. It issuggested that

management needs a separate approach in coping with the specifically human

aspect of problems for these the personal interview offers one way of getting

down to the roots of the difficulty . it gives the management time to explore the

matters in depth and give the employee an opportunity to explain his views of the

problems in a sympathetic environment

From the point of suggestive measures the management should take into

consideration of the following factors to reduce absenteeism

JOB SATISFACTION

To analyze whether the employees are satisfied with the present job, this has

impact on the rate of absenteeism

COUNSELING

Individual counseling by shop foreman , supervisor, department , Manager, Joint

counseling by Shop personnel, and department will reduce the rate of absenteeism,

ATTENDANCE MOTIVATION

Implementation of attendance award scheme which can motivate the employee to

attend work regularly. For example if the employee attendance bonus for one whole year

will be rewarded as attendance star and if the employee gets the attendance star for two

years will be rewarded as attendance Super Star if the employee gets the attendance

bonus for three years will be rewarded as attendance Mega Star and if the employee gets

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the attendance reward for 4 years will be rewarded as Gold Star and they can be

rewarded in kind to worth of Rs1000, Rs.2500, Rs.5000, Rs.10, 000

WELFARE PROGRAMME

The management can organize social gathering once in six months for spouse of

workers and captain their hearts by conducting free medical checkups etc.

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CONCLUSION

CONCLUSION

Absenteeism is an integral part of psychology, economic and industrial

production which is born out of attitudes, circumstances and compulsions

We have seen that there are two main broad classification factors viz

organizational and personal, which arte the main reasons for the absenteeism rate. This

study reveals that certain factor which seems to be the main reason for absenteeism, the

researcher has given the suggestion for reducing absenteeism rate in the company andalso to increase the reputation of the organization through proper HRM. To conclude this

project Kaleesuwari Refinery Pvt. Ltd , Medavakkam. May concentrate on the

areas of salary, health and belongingness of the employees.

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APPENDIX

A Study on Absenteeism at Kaleesuwari Refinery Pvt. Ltd

Questionnaire

Dear Sir / Madam

Iam J.Nallathambi Kirubakaran, a Final semester student of TamilNadu

Institute of Labour Studies. The survey is conducted to analyse the rate of absenteeism in

your organization and this study is only for academic purpose. Thank you for your Kind

Co-operation

1. Department :

2. Age:

(a) 21 30 (b) 31 40 (c) 41- 50 (d) 51 & Above

3. Education :

(a)Below SSLC (b) SSLC (c) +2 / ITI (d) Degree

4. Experience:

(a) 1-5 yrs (b) 6-10 yrs (c) 11-15 yrs (d) 16 & above

5. What is your total Wages?

(a) Rs.1000 & Above (b) More than Rs.2500 (c) Rs.3000-5000 (d) 5000

& Above

6. Distance of work spot from home in Km

(a) Above 5km (b) 6 10 km (c) 11- 15 km (d) 15 km above

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7. Mode of transport to reach work spot

(a) Bus (b) Train (c) Two Wheeler (d) Any other

Work related factors:

Opinion Regarding Satisfied Neutral Not Satisfied

1

.Working Condition

2

.Welfare measures

3

.Rest Period

4

.Leave provision availability

Economic Factors

5.Opinion on Salary in relation to

workSatisfied Neutral Not Satisfied

6. Do you have any other income Business Property Agriculture

7. Amount of external debt 10,000 15,00020,000 &

above

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Psychological Factors


8. Relationship with superior

9. Relationship with co workers

10. Health condition

Other Factors


11. Medical kit in your factory

12.Treatment availed when met

with accident

Major Causes of remaining

absentRarely Often Usually

13

.Leave Taken with prior Permission

14

.Your frequent leave taken

15

.Personal Sickness

16

. Family Problem17

.Family Medical Problem

18

.Family Work

19 Dislike in job

20

.Religious activities

21

.Political Involvement

22 Residing too far from work place

23.

Visit to native places

24

.Improper /Insufficient Training

25

.Out Side Works During Rest Hours

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BIBLIOGRAPHY

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BIBLIOGRAPHY

Personnel Management - C.B.Mamoria

Better Management Skill - Lynn Tylezak

Managing absence - Gill Taylor

Paper on absenteeism - K.N.Vaid

Personnel Management - Date Yoder

Business Stastics - M.P.Gupta & S.P.Gupta

Manuals of company

final report kiruba

Documents