Workplace attendance and its converse absenteeism are complex multi dimensional issues.

CEAT lays great emphasis on its work force and incidentally the human related work practices.

Absenteeism, a complex subject and a human related issue is hence viewed very seriously in CEAT because absence from work has wide ranging repercussions on the workplace, workers, the operation of industry and the provision of goods and services to society.

PRIMARY:-To get the practical exposure in the the field of HR .To study the trends and nature of absenteeism in CEAT Ltd.

SECONDARY:-To identify the causative factors underlying the absenteeism.To suggest effective measures for the control of absenteeism among the workers.To study the leave policy in CEAT Ltd & the impact of it.

CEAT of Italy was established in Turino in 1924. The founder was Dr. Virginio Tedeschi. CEAT in Turin started effectively making cables for Telephones and railways. The post World War-I crisis effected the European Industry and ironically gave an easy way for the company to diversify into textile and tyres.

CEAT the four lettered word in Italian actually stands for

AFFINIELECTRICI

CAVI

TORINO

CEAT

OUR MISSIONTo be on the top position in Indian market in competition with the domestic &

global players.OUR AIM

Total Customer satisfaction through continuous up-gradation in quality and technology.

OUR STRENGTHSound TechnologyHigh Employee MotivationGood Expert MarketCost Effective operation

VISION STATEMENTCEAT will each time every time provide Total Customer Satisfaction through products and services of highest Quality & Reliability.CEAT will nurture an exciting and challenging working environment embedded with trust and fairness.CEAT will focus on market capitalization through leadership in revenue growth, continuously creating value for all shareholders and contribute meaningfully to the community at large.

The term ‘Absenteeism’ for the first time defined in a Circular of the Labor Department, Govt. of India.

Absenteeism as a morale problem appears to be related to turnover in both cause and manifestations.

An absence from work could mean an inability or unwillingness, on the part of an employee, to work.

Eleanor V. Kennedy (1943), defined absenteeism as “the failure of workers to report on the job when they are scheduled to work”.

Duane Evens (1943) defined it as “the absence of a worker during a full shift that he is scheduled to work.”

WHERE ARE YOU ?

WHY O WHY ??

BE RIGHT BACK LOST ???

WHERE AM I ?

Policy adopted by Ceat to control Absenteeism

•If an employee is absent for more than 10 days (i.e. 11 to 20 days) in a calendar year, a letter of Advisory is to be issued.

If previously given Advisory, then next punishment.•If an employee is absent for more than 20 days (i.e. 21 to 30 days) in a calendar year, a letter of Warning is to be issued.•If an employee is absent for more than 30 days (i.e. 31 to 50 days) in a calendar year, a letter of Stern Warning is to be issued.•If an employee is absent for more than 50 days (ie.51 to 70 days) in a calendar year, a letter of Final Warning is to be issued.•If an employee is absent for more than 70 days (ie.71 to 100 days) in a calendar year, a letter of Charge sheet is to be issued.•If an employee is absent for more than 100 days (ie.101 days & above) in a calendar year, a letter of Show Cause Notice,

Charge sheet & Enquiry are to be issued on case to case basis.The above steps are taken in to consideration, on the basis of reply given by an employee and also on the

basis of record of absenteeism.

Warning

Final Warning

Suspension for

two days.

Suspension for four

days.

Dismissal

Data Collection•Discussion with management.•Questionnaire was prepared and discussed with the management•With the help of company’s personal records the information regarding the man-days schedules and man-days lost was collected so that calculations of the rate of Absenteeism would be possible. The record of the company obtain the general

information about the company’s the average percentage of Absenteeism. Primary Data:-All the data and information about the company and absenteeism was collected from the personnel department and workers. Such as•Questionnaire•Formal & informal talks with the personnel

Secondary Data:-Secondary data was collected from following sources•Reference Books, Magazines, Reports, etc•Company records•Internet

Sample

size- 40

The scope of the extends to all the workmen: -To study the concept of labour absenteeism.To understand the nature of absenteeism in CEAT.Know the reasons underlying absenteeism.Study the causes and effects of absenteeism on company.Guide the employees to solve their personal problems.Improve the Quality of work life of worker. LIMITATIONS OF THE STUDY:-The sample size was small.The workers were reluctant to tell the actual or true reasons for their absenteeism.Workers were not available as and when required.In responding to the questionnaire, despite of assurance of confidentiality of responses one gets a feeling that perhaps all workers did not believe in such assurance.

April, May & June are the months in which workers usually remain absent.Accident also plays an important role in absenteeism.Rate of absenteeism is observed more in young workers as compare to other workers.Workers usually don’t fall ill due to unhygienic conditions.Most of the workers remain absent during festival seasons or while any social ceremony.Nearly 70% of the workers have other sources of income in which agriculture is one of the main sources.Workers have good transportation system.

Absenteeism is a serious problem and must be eliminated from the root. It adversely affects the productivity and performance of all workmen. The elimination of the absenteeism is difficult task but not impossible. April,May & june are the months in which workers usually remain absent.The causes of absenteeism in CEAT Ltd. are- illness, accident within or outside the organization, family problems, marriages of relatives, out station visit, addiction to alcohol, laziness, business other than their job, work overload etc.The average number of employees leaving the organization due to some or the other reason is around 4% per year. The probable reason of this is disciplinary actions, family problems, better career opportunity etc.

NISHA INDRAJEET GOMESPRIN . L. WELINGKAR

INSTITUE OF MANAGEMENT

DEVELOPMENT & RESEARCH

2014-2015