Employee absenteeism

Thiruvalluvar Arts and Science

Final Year – B.B.A College

Chapter – I INTRODUCTION

Orga Organi niza zati tion on is made made up of peop people le and and func functi tion on thro throug ugh h peop people le with withou outt peop people le organization cannot exist. The recourses of man, money, materiel and machinery are collected coordi coordinat nated ed and utilize utilized d throug through h people people.. Those Those resourc resources es by themsel themselves ves cannot cannot fulfill fulfill the objectives of an organization. They need to be united in to a team. It is thought the complete effort of people that materiel and monetary resources are effectively utilized for the attain of comman comman objectives and goal. All the activities of an organization organization therefore therefore people are the most significant resources any organization this research are called human resources and it is the most important factor production, according to L.F.urwick business house are made broker in the long run not by markets or capital, patents or equipment but by men of all the resources manpower in the only resources which does not appreciate with the passage of time.

The The presen presentt study study on employ employee’s ee’s absente absenteeis eism m SARAVA SARAVANA NA GLOBAL GLOBAL ENERGY ENERGY LIMITED, P.N.KUPPAM the survey has been conducted from employee in order to find out the absenteeism SARAVANA GLOBAL GLOBAL ENERGY LIMITED, LIMITED, P.N.KUPPAM and the sample size chosen for the study was 50 employees. The collect data were poled out and analyzed by applying suitable statistical tools.

The findin findings gs and suggest suggestion ionss are given given for furthe furtherr develo developme pment nt and mainta maintain in employ employee’s ee’s absenteeism of the organization.

Department of Business Administration

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Chapter -II PROFILE OF THE COMPANY

A public limited company by the promoters, Mr. Padam J .challani chairman & CEO and Mr. Prakash chand Jain, vice chairman, who have been in the business in Tamil Nadu for for more more than than two two and half dec decade ades. s. SARA SARA V ANA GLOBAL GLOBAL ENERGY ENERGY LIMI LIMITED TED

(formerly saravana insulators Limited) was established in the year 2003 by acquiring the total assets of Mrs. Seshasayee industries Limited, a former reputed company, supplying High voltage insulators, for transmission / distribution lines and railway electrification etc., The promoters revamped, modernized and expanded and established the entire activities in P.N.Kuppam, to produce High Alumina Porcelain Insulators required for power equipments, equipments, Power Grid (PGCIL) having 1200 MT per month and the production operations were of Solid Core, Post Insulators and Bushings for supplying up to 765kY to all Electricity Boards like, TNEB, MSEB, APSEB, MPEB, KPTCIL, KSEB, APTRANSCO etc. and others through insulators manufacturers.

THE PRODUCT RANGE COVERS THE FOLLOWING ITEMS. ~ Solid Solid Core Long Rod Insulato Insulators rs up 765KY. 765KY.

Hollow Hollow Bushing Bushings, s, SF6 Circuit Circuit Breake Breakers, rs,

CTs/CYTs and lightning arrestors. 25KV Solid Core Insulators for Railway Electrification. Solid core line post insulators It is a well known fact that former Seshasayee Industries Limited ( SIL) had got a high reputa reputatio tion n with with their their consul consultan tancy cy and technic technical al know-h know-how ow from German, German, French French& & Italian Italian expe expert rtsfo sforr manu manufac factu turin ring g vari variou ouss Alum Alumin inaa Porc Porcel elain ain soph sophis isti ticat cated ed unde underr the the guid guidan ance ce ofMrs.Louis Locatelli who was a renowned European expert in the field.


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Mr.Louis Locatelli trained many of the engineers and also established the high strength Alumina Alumina body in India for manufacture manufacture of high strength solid core insulators insulators and high pressure pressure bushings and the core engineers who are now with Saravana Global Energy Limited in charge of production, testing, specification etc,. Were all people worked with Mr. Louis Locatelli, Mr.Mario Audi and other leading ceramic experts and have also undergone Training in European factories for manufacture of specialty insulators required by the power industry. Besides putting up a sophisticated Plant with all imported machines and firing kilns, Mr. Louis Locatelli helped the company at that to have a full fledged Extra High Voltage and Mechanical testing lab which is also now modernized with updated instrumentation, calibration of equipments etc.

So that the lab can be used for our own development and testing also for external testing of electrical products to customers like Electricity Boards, Railways, PGCIL and others. The Global power Research Institute (GPRI) (formerly Saravana EHV Lab)has been accredited by National Accreditation Board for testing and calibration Laboratories(NABL)as per S/ISO17025requirements for Testing of Electrical and Mechanical tests up to 400K v forInsulators, Porcelain and composite Insulators and Hardware.

It may be noted that the high voltage voltage and extra high voltage product product range is at par with leading insulator manufacturers in India and abroad. There are about 850 employees working in this company having requisite education, skill and experience in the manufacturing of insulators. Lot of interest is being shown s hown by leading switch gear manufacturers in India and abroad ikeABB, Crompton Greaves, Areva, Siemens, L & T,BHEL and others for supply of bushings, solid core Post insulators etc. (have their confidence of the quality level and specification of the products which are being produced in the factory Department of Business Administration

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with with backgr backgroun ound d of the operati operating ng people people and facilit facilities ies and infrast infrastruc ructur turee created created by the Mana Manage geme ment nt to supp supply ly vario various us prod produc ucts ts requ require iredd-by by util utilit ities ies and and powe powerr equi equipm pmen ents ts manufacturers). MANUFACTURING MANUFACTURING PROCESS

The conversion of Raw Materials into a finished goods is proves as Known as manufacturing process. Raw Material Ball Mill Plunger Filter Press Pug Mill PED Shopping Drying Finishing Glazing Kiln Cutting Assembling

Testing Packing Despatch


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Raw Material:

There are different types of Raw Material .:. HI Alumina .:. HKC Clay .:. TA Ball Clay .:. Feldspar .:. BGP Clay .:. DM Clay .:. NC II Clay .:. Steatite

BALL MILL

Ball mill is a machine, which is used to grind or mix the raw material in a proper composition. It rotates horizontally with a constant speed and it is also gear system. It takes 6 Hrs for grinding the raw material.

BLUNGER:

It is a tank which is present below the ground surface where scrap is poured and water is added it. It resemble like a fan like structure which consist of blade. A fan rotates for several hours to form the slip. The segmentation is settled in the blunger and only the slip is transferred to the filter press.


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FILTER PRESS:

Filter press is a machine which is used to remove the water from the slurry by applying pressure with help of hydraulic system, and the pressure increased and the water removed through the nylon cloth due to increased pressure. This operation goes nearly 3-4 hrs to bring a cake formation. PUG MILL:

It is a fabrication machine which is used to bring the filter cake into desired shape with the required dimension. The vacuum condition must be maintained inside the PUG mill in order to avoid breakage; air is converted from low pressure to high pressure. The unloaded cake is rotated to become noodles like structure. Finally we get the desired shape.

DRIER (PED): PUG ELECTRIC

It is the process in drying section where the PUG gets dried by using electric supply approximately 500 voltages is applied. Then it is allowed to drying for 40 hrs (approximately) for evaporating moisture content by potential difference created in it. The time. Taken for the process of drying varies for different shapes and sizes.

SHAPING:

There are two types of shaping system followed A. Manual B. CNC Program A) Manual

It is used on individual person to can design the PUG with the help of temp plate. Department of Business Administration

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B) CNC Program

It is systematic process and set to the program after work down the design on automatically. THERMIC FLUID HEATER:

After shaping, the PUG has to be taken to drying process and bring to required moisture content of 0.5% (approximately) in it. The temperature inside the drier must be increased day to day (l00° 1200 ). This process will maintain for 10 day FINISHING BOOTH

This section where the surface of the PUG has to be shined . GLAZING AREA: A. Dipping B. Monogram A.Dipping

Here, The PUG pieces are dipped in the suitable coloring agent (liquid state) which is stored in large rectangular tray where the surface of the PUG gets required colour whichever colour wants.

B.Monogram

It is the place where the stickers are pasted on the surface of the PUG. The stickers giving the information about manufacturing date, company logo and serial number. KILN:

It is a systematic process. There are two types of kiln. Department of Business Administration

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Shuttle Kiln Tunnel Kiln

In SGEL it used on shuttle Kiln. It is used to heat on 3 days the designed pieces at a very high temperature of above 1230° c to 1250° c. After 2 days attaining the maximum temperature, the cooling has to be done. At the end of the cooling, the temperature is maintained at room temperature 35° c to 45° c the time taken to complete the process be varying for different material.

SORTING:

After Kiln process it will check insulator piece come to correct shape.

CUTTING:

Insulator unwanted top and bottom part can be cut and removed them.

ASSEMBLING:

It can assemble the metal parts are fixed with the help of cement like injection type at the top and bottom part of the insulator.

TESTING:

It has five types of testing Tensile testing Bending testing


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Hot water temperature testing Cold water temperature testing ~ Curing chamber A) Tensile testing We can know how much length the ceramic material can able to expand. B) Bending testing It can withstand how much bending force acting on it. C) Hot water temperature testing It can with stand up to what extent of higher temperature. D) Cold water temperature testing It can with stand up to what extent oflow temperature. E) Curing chamber

It is a chamber into which the ceramics placed for particular period of Time with a continuous spraying of cold water or stream on it on order to check whether any properties of the materials can change. PACKING:

After finishing the testing process. Finally the insulator is packed within the wooden box. DISPATCH YARD:

After packing products are kept ready for dispatch.


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Final Year – B.B.A


College

Chapter – III REVIEW OF LITERATURE

About Absenteeism: Many researchers have conducted many studies on absenteeism. Some of the research studies are as follows P C Tripathi in his book “ PERSONNEL MANAGEMENT AND INDUSTRIAL REATIONS” Has defined absenteeism as “absence of worker from his work when he is under

an obligation to work and when work and is available to him”

According to his point of view affects quantity and quality there is a great need to investigate into the nature and cause of absence. Many studies were conducted on this topic in different organization; various factors attributing to absenteeism given as a result of the studies the research findings help the respective management to make suitable measures.

Stephen P.Robbins in his book ORGANIZATIONS BEHAVIOUR has defined

absenteeism as failure in reporting to work. It is obviously difficult for organizations to operate smoothly and attain targets if the employees fail to report to their jobs. Work flow is disrupted and often important decisions are delayed.

T.Mikorich and John W.Bonderam in the book PERSONNEL/HUMEN RESOURCE MANAGEMENT has defined absenteeism as the time lost in industrial establishment


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navoidable or unavoidable absence of employees. He also defines absenteeism as the total man shifts lost because of the absence as percentage of total number of man shifts scheduled to work. Resources have taken idea from his books to conduct the study on absenteeism.

V.V.Patak (1959) conducted a study on industrial concern in Baroda. He conducted his study

with 150 chronic absentees and his study revels none of the factors responsible for absenteeism.

P.C.Agarval conducted study absenteeism among laborers in a Chemical fertilizer factory.

His aim was find out the factors responsible for absenteeism and his study revealed the followed factors like lack of motivation, heat, and heavy worked and monotonous environment.

A.A.Khan conducted a study on absenteeism in Industrial tin box manufacturing industries in Bombay. He used stratified random sampling method and found out of the following factors

responsible for absenteeism, they are socio – economic condition. Sickness, marriage religious festivals.

Sinha (1991) found as many as twenty variables in relation to absenteeism under the following

heading in plant causes, personal factors, community and social causes.

Ms.Carrie Manders (2004) has undergone a project on the topic healthy employees and

workplace absenteeism in Huntington bank. The researches have perceived the healthy of employees is directly related to absenteeism. Various factors which affect heath are



Lack of physical exercise.


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

Smoking or drinking.



Overweight or obese.

Definition: The labour bureau (1962) defines absenteeism as the total shifts lost Because as percentage of the total number of man shifts scheduled to work. Similarly of social science observes that "Absenteeism" as the time lost in Industrial establishment by avoidable or unavoidable absence of employees. The lost by the strikes or by lateness amounting to an hour or 2 is not usually Included. A noticeable feature in the industrial life in India is the absenteeism and Labor turnover. Experience has shown that more man days are lost on account Absenteeism rather than of industrial dispute and other happenings. Absenteeism among the labourer of an industry is more dangerous to its ~. Economy than any other factor. It affects adversely the employees and Employers due to loss of wages and production respectively. Absenteeism among the workers fundamentally depends on the environment the working condition and resultant attitude of the labor class to their work. The incidence of industrial fatigue dry climate universal malnutrition and the hard working condition aggravate for feeling of change among industrial workers and sometimes repel them to visit their village homes frequently for rest and relaxation. The consequent lack of commitment on the part of the workforce also leads to absenteeism.


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In the opinion of DAKLEY (1948) "Absenteeism as the ratio of the number of production scheduled to work".

Absenteeism is a habitual pattern of absence from a duty or obligation.

Traditionally,

absenteeism

has

been

viewed

as

an

indicator

of

poor

individualperformance, as well as a breach of an implicit contract between employee and employer; it was seen as a management problem, and framed in economic or quasi-economic terms. More recent scholarship seeks to understand absenteeism as an indicator of psychological, medical, ora.social adjustment to work. In short absenteeism signifies the prescience of an employee from work when he is scheduled to be at work. MEANING OF ABSENTEEISM:

Absenteeism is one of major human problem of Indian industries it

results in

dislocation of work, increase in labor cost reduction of productivity. According to websites dictionary "absenteeism is the practice or habit of being an absent and an absents is one who habitually stays away from work.

BASIC FEATURES OF ABSENTEEISM:

.:. Absenteeism is a universal product. The extent of absenteeism may differ from industry to

industry place to place and occupation to occupation. Health care facilities should be given priority as illness is one of the major factors for absenteeism which is negatively correlated with productivity.


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• :. In USA it has been observed that the absenteeism is greater among youngsters than

among the older employees. Greater among women than men. Absenteeism may also be due to sickness. • :. Many organizations have failed to align worker goal 'with those of the organization

when employee cannot relate their work as to the organization their result is usually a decline in attendance.

.:. Another reason may be the changing attitude of workers towards their

employment. .:. The younger employees are not regular and punctual presumably because of the

employment of an large number of new comers among the young age groups while the olderpeople are not able to withstand the strenuous nature of work.

.:. The percentage of absenteeism is much higher in coal and mica mining industries than

in organized industries. The high percentage of absenteeism is due to festivals marriage sickness or relaxation.

• :. Absenteeism in India is seasonal in character. It is higher during march April May

when land has to be prepared for monsoon, sowing and also in the harvest season. CAUSES OF ABSENTEEISl\l

Absenteeism is no specialty of our country alone. It is always associated with the industrial world irrespective of geographical considerations. But the cause of absenteeism may differ from industry to .industry and from country to country. There may be a number of things that compels the employees to become absent.


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Young employees may be interested to work part time which may make them feel tired which may force them to be absent for the next day

.:. The working condition may not be so friendly so that the health of the employee may

be affected which urges him to take leave .

• :. No proper training is also a cause for absenteeism. Because it creates a sense of

frustration in the minds of the employees if they are not able to produce the required output.

.:. No proper salary will be the main reason for absenteeism in any concern generally .

• :. Lack of growth opportunity

.:. Relation with their superiors

.:. Stress Measures to control absenteeism:

The encyclopaedia of social science suggests the following measures to reduce the rate of absenteeism. The management has to recognize and encourage the regular employees and offer them some bonus in the form of motivation to induce them to come regularly. Attendance bonus can be given to regular employees. Counseling programmers can be given to those employees who frequently make themselves absent.


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The management has to clearly analyze the causes of absenteeism and make necessary steps to correct it. It should strengthen the programmers like health and safety measures to reduce unavoidable accidents in the factory premises

Chapter – III

OBJECTIVE OF THE STUDY

Primary objectives:

To study about the employee absenteeism level of “SARA V ANA GLOBAL ENERGY LTD" at P.N.kuppam.

Secondary objectives:

~ To identify the causes of absenteeism.

~ To identify the working condition of the employees.

~ To identify the work load assigned to the employee

~To find out the personal factors and organization factors of absenteeism


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~ To find out the methods for avoiding absenteeism level

Chapter – IV RESEARCH METHODOLOGY Introduction:

Research methodology is way to systematically solve the research problem in this study. The research adopted various steps for collecting the data. Sampling plan:

The sampling plan is having three parts (or) divisions are as follows. 1. Sampling method 2. Sampling unit 3. Sample size

1. Sample method:

Simple random sampling techniques used for collecting the data.


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2. Sample unit:

The sample unit selected for the study was the employees. The employees of Neycer India Limited, in Vadalur is being selected for this sample unit study.

3. Sample size:

50 employees were selected for the survey in the various departments.

Method of data collection:

Data’s are collected through survey method by using a structured questionnaire.

Source of data collection:

The research has used both the primary data & secondary data.

Primary data:

Data are being collected from the employees directly from the work field for the first time by the researcher is called primary data. Secondary data:

The secondary data is collected from various books, magazines and company records. It is also used to this project. Tools used:

The main tool used for data analysis is percentage analysis. Percentage analysis

The percentage method was extensively used for finding various details as mentioned in the chapter analysis and interpretation. It can be calculated as follows. Department of Business Administration

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No. of respondents favorable X 100 Total respondents

Chapter - V

DATA ANALYSIS AND INTERPRETATION TABLE – 1 AGE WISE CLASSIFICATION

S.No 1

Age Group

No.of.respondent

percentage

Below 20 Years

6

12%

Between 21 - 30 Years

18

36%

3

Between 31 - 40 Years

14

28%

4

Above 40 Years

12

24%

5

Total

50

100%

2


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INTERPRETATION:

From the table it is observed that 36% the respondents belong 21-30 age groups, 28% of the respondents belong to 31 – 40 age groups, 24% of the respondents belong to above 40 years of age group and remaining 12%of the respondents belong below 20years age groups

CHART – 1 AGE WISE CLASSIFICATION


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TABLE – 2 GENDER WISE CLASSIFICATION


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S.No

Age Group

Gender

percentage

Male

50

100%

Female

0

0%

Total

50

100%

1

2

INTERPRETATION: From the above table it is inferred that the 100% of the respondents are Male and 0% of respondent are female.


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CHART - 2 GENDER WISE CLASSIFICATION


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TABLE – 3 EDUCATIONAL QUALIFICATION

S.No

Educational Qualification

No.of.Respondents

percentage

1

ITI

14

28%

2

Graduate

9

18%

3

P.G

4

8%

4

Non Educated

23

46%

Total

50

100%

INTERPRETATION: From the above table it is inferred that 46% were having Non Educated, 28% of respondents were having I.T.I,18% of respondents having Graduate Degree and remaining 8% were having Post graduate degree.


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CHART – 3 EDUCATIONAL WISE CLASSIFICATION

Department of Bu Business Administration

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TABLE – 4 WORK EXPERIENCE CLASSIFICATION

S.No

Particular

No.of.Respondents

percentage

1

Below 2 years

15

30%

2

2 to 5 Years

16

32%

3

5 to 7 years

13

26%

4

Above 7 years

6

12%

Total

50

100%

INTERPRETATION:

From the above table it is inferred that the 32% of respondents are belongs to 2 to 5 years years of experie experience nce,, 30% of respond respondent entss are belongs belongs to Below Below 2 years years Experien Experience, ce,26% 26% of respondents were have 5 to 7 years Experience and remaining 12% of respondents were have Above 7 years of experience.


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CHART – 4

WORK EXPERIENCE CLASSIFICATION


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S.No

Particulars

No.of.Respondents

Percentage

1

Anytime

8

16%

2

Some time

35

70%

3

Never

7

14%

Total

50

100%

TABLE – 5 PERSONEL FACTORS OF ABSENTEEISM HEALTH CONTITIONS

INTERPRETATION: From the above above table it is inferred that 70% responden respondents ts were have some time time absent in health conditions and 16% of the respondents were have Anytime absent due to health condition and remaining 14% of the respondents were have never absent for Health condition.


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CHART – 5 PERSONEL FACTORS OF ABSENTEEISM HEALTH CONTITIONS


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TABLE – 6 TRANSPORT PROBLEM

S.No

Particular

No.of.Respondents

Percentage

1.

Any time

18

36%

2.

Some time

15

30%

3

Never

17

34%

50

100%

Total

INTERPRETATION: From the above table inferred that 36% of respondents were having transport problem in any time, and 34% respondents were having transport problem in some and remaining 30% of employees were have never problem in transporting.


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CHART – 6 HEALTH & SAFETY POLICY

20 18 16 14 12 10 8 6 E C A P R N G T 4 2 0 Any time

Some time RESPONDENT


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Never



TABLE – 7 FAMILY PROBLEM

S.No

Particular

No.of.Respondents

Percentage

1.

Any time

10

20%

2.

Some time

11

22%

3

Never

29

58%

50

100%

Total

INTERPRETATION: From the above table shows that 58% respondents were having family problem in never and 22% of respondent were having family problem in some times and remaining 20% of the respondents were having family problem in any time.


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CHART – 7 FAMILY PROBLEM


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TABLE – 8 MENTEL STRESS

S.No

Particular

No.of.Respondents

Percentage

1.

Any time

11

22%

2.

Some time

20

40%

3

Never

29

58%

50

100%

Total

INTERPRETATION: From the above table inferred that 58% of the respondents were never mental stress and 40% of the respondents were having mental stress in some time remaining 22% of the respondents were having mental stress in any time.


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CHART – 8

MENTAL STRESS

Any time Some time Never


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TABLE – 9 FINANCE PROBLEM

S.No

Particular

No.of.Respondents

Percentage

1.

Any time

3

6%

2.

Some time

17

34%

3

Never

30

60%

50

100%

Total

INTERPRETATION: From the above table inferred that 60% of the respondent were having finance problem in Never and 34% of the respondents were having finance problem in some time and remaining 6% of the respondent were having finance problem in any time.


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CHART – 9

FINANCE PROBLEM

1 Any time 2 Some time 3 Never


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TABLE – 10 SATISFICATION OF WORKING TIME

S.No

Particular

No.of.Respondents

Percentage

1.

Highly satisfied

15

30%

2.

Satisfied

30

60%

3.

Dissatisfied

5

10%

25

100%

Total

INTERPRETATION: From the above table inferred that 60% of the respondent were satisfied of working condition and 30% of the respondent were have highly satisfied of working time and remaining 10% of the respondent were have dissatisfied of working time.


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CHART – 10

SATISFICATION OF WORKING TIME

60% 50% 40% PERCENTAGE 30% 20% 10% 0% Highly satisfied


Satisfied

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Dissatisfied



TABLE –11 INADEQUATE WAGE SYSTEM

S.No

Particular

No.of.Respondents

Percentage

1.

Yes

35

70%

2.

No

15

30%

50

100%

Total

INTERPRETATION: Form the above table shows that 70% of the respondents were have inadequate wage system and remaining 30% of the respondents were have no inadequate wage system.


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CHART –11

INADEQUATE WAGE SYSTEM

70% 60% 50% 40% 30% 20% 10% 0% Yes


No

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TABLE – 12 LEAVE PATTERN IN ORGANISATION

S.No

Particular

No.of.Respondents

Percentage

1.

Highly satisfied

3

6%

2.

Satisfied

12

24%

3.

Dissatisfied

35

70%

50

100%

Total

INTERPRETATION: From the above table shows that 70% of the respondents were have dissatisfied leave pattern in organization and 24% of the respondents were have satisfied leave pattern in organization and remaining 6% of the respondents were have highly satisfied leave pattern of the organization.


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CHART– 12

LEAVE PATTERN IN ORGANISATION 40 35 E G A T N E C R E P

30 25 20 15 10 5 0 Highly satisfied

Satisfied RESPONSE


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Dissatisfied



TABLE – 13 ENVIRONMENTAL FACTOR

S.No

Particular

No.of.Respondents

Percentage

1.

Highly satisfied

3

6%

2.

Satisfied

17

34%

3.

Dissatisfied

30

60%

50

100%

Total

INTERPRETATION: From the above table inferred that 60% of the respondent were have dissatisfied in environmental factor and 34% of the respondents were have satisfied in environmental factor remaining 6% of the respondents were have highly satisfied in environmental factor.

.


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CHART – 13

ENVIRONMENTAL FACTOR

Highly satisfied

Satisfied Dissatisfied


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TABLE – 14 ORGANISATION CONTIDION

S.No

Particular

No.of.Respondents

Percentage

1.

Highly satisfied

15

30%

2.

Satisfied

25

50%

3.

Dissatisfied

10

20%

50

100%

Total

INTERPRETATION: From the above table inferred that 50% of the respondents were have satisfied organization condition and remaining 30% of the respondent were have satisfied organization condition reaming 20 of respondents were have dissatisfied organization condition.


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CHART – 14

ORGANISATION CONTIDION

Dissatisfied

20%

50%

Satisfied

30%

Highly satisfied


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S.No

Particular

No.of.Respondents

Percentage

Yes

30

60%

No

20

40%

50

100%

1.

2.

Total

TABLE – 15 JOB CHANGING

INTERPRETATION: From the above table inferred that 60% of the respondent were have job changing and remaining 40% of the respondent were have no job changing.


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CHART – 15

JOB CHANGING

4 0 %

No

6 0 %

Yes

0%

10%

20%

30%


40%

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50%

60%

70%



TABLE – 16 WELFARE FACILITIES

S.No

Particular

No.of.Respondents

Percentage

1.

Highly satisfied

0

0%

2.

Satisfied

10

20%

3.

Dissatisfied

40

80%

50

100%

Total

INTERPRETATION: From the above table inferred that 80% of the respondent were have dissatisfied welfare facilities and 20% of the respondent were satisfied welfare facilities and there is no anyone to highly satisfied the welfare facilities.


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CHART– 16

WELFARE FACILITIES

80% 60% 40% 20% 0% Highly satisfied


Satisfied

Dissatisfied

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TABLE – 17 RULES REGARDING LEAVE ASPECT

S.No

Particular

No.of.Respondents

Percentage

1.

Yes

32

64%

2.

No

18

36%

50

100%

Total

INTERPRETATION: From the above table inferred that 64% of the respondent were have accept the rules regarding leave aspect and 36% of the respondent were not have accept the rules regarding Leave aspect.


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CHART – 17

RULES REGARDING LEAVE ASPECT

80% 60% 40% 20% 0%

Percentage

Yes

No

64%

36%


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TABLE – 18 RELATIONSHIP WITH THE SUPERVISER

S.No

Particular

No.of.Respondents

Percentage

1.

Highly satisfied

10

20%

2.

Satisfied

25

50%

3.

Dissatisfied

15

30%

50

100%

Total

INTERPRETATION: From the above inferred that 50% of the respondent were have satisfied the relationship with the supervisor and 30% of the respondent were have dissatisfied relationship with the supervisor reaming 20% of the respondent were have highly satisfied relationship with the supervisor.


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CHART – 18

RELATIONSHIP WITH THE SUPERVISER

Highly satisfied 20%

Dissatisfied 30%

Highly satisfied Satisfied Dissatisfied

Satisfied 50%


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TABLE – 19 HEAVY WORKLOADINGS OF EMPLOYEES

S.No

Particular

No.of.Respondents

Percentage

1.

Yes

45

90%

2.

No

5

10%

50

100%

Total

INTERPRETATION: From the table inferred that 90% of the respondent was having heavy workload and remaining 10% of the respondents were having not heavy employees.


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CHART – 19


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TABLE – 20 RELATIONSHIP WITH THE CO WORKERS

S.No

Particular

No.of.Respondents

Percentage

1.

Highly satisfied

13

26%

2.

Satisfied

22

50%

3.

Dissatisfied

15

30%

50

100%

Total

INTERPRETATION: From the above table inferred that 50% of the respondent were have satisfied with the relationship of co –worker and remaining 30% of the respondent were have Dissatisfied relationship with the co –worker and remaining 26% of the respondents were have highly dissatisfied. Department of Business Administration

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CHART – 20


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TABLE – 21 ORGANISATION REJECTING ON LEAVE FOR RESANABLE CAUSES

S.No

Particular

No.of.Respondents

Percentage

1.

All ways

25

50%

2.

Some time

20

40%

3.

Never

05

10%

50

100%

Total

INTERPRETATION: From the above table inferred that 50% were have organization rejecting of leave for reasonable cause and 40% of respondent were have some time remaining 10% of the respondent were have never.


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CHART – 21


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TABLE – 22 WORK DIRING

S.No

Particular

No.of.Respondents

Percentage

1.

All ways

27

54%

2.

Some times

18

36%

05

10%

25

100%

3.

Never Total

INTERPRETATION: From the above table inferred that 54% of the respondent were have work diring All ways and 36% of the employees were have some times and remaining 10% of respondents were have never.


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CHART – 22


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TABLE – 23 OVER TIMINGS IN YOUR JOB

S.No

Particular

No.of.Respondents

Percentage

1.

All ways

13

26%

2.

Some times

25

50%

12

24%

50

100%

3.

Never Total

INTERPRETATION: From the above table inferred that 50 % of the respondent were have over time in our works some times and 26% of respondent where have all ways and remaining 24% of respondents were have never.


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CHART – 23


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TABLE – 24 TO YOU GET LEAVE WHEN EVER YOU REQUIRE

S.No

Particular

No.of.Respondents

Percentage

1.

All ways

15

30%

2.

Some times

23

46%

12

24%

50

100%

3.

Never Total

INTERPRETATION: From the above table inferred that 46% of the respondent were have get leave when ever require some times and 30% of the respondent were have all ways and remaing 24% were have never.


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CHART – 24

TO YOU GET LEAVE WHEN EVER YOU REQUIRE

50% 40% 30% 20% 10% 0%

Percentage

All ways

Some times

Never

30%

46%

24%


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TABLE – 25 NO OF DAYS ABSENT IN PAST ONE YEAR

S.No

Particular

No.of.Respondents

Percentage

1.

Below 10 days

13

26%

2.

10 – 20 Days

25

50%

3.

21 – 30 days

12

24%

4.

Above 30 days

0

0

50

100%

Total

INTERPRETATION: From the above table inferred that 50% of the respondent were have 10 -20 days in past one tears and 24% of the respondent were have 21-30 days leave in past one years and remaining 26% of the respondent have below 10 days.


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CHART – 25


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TABLE – 26 RESAN FOR LONG ABSENCE

S.No

Particular

No.of.Respondents

Percentage

1.

Family matter

30

60%

2.

Social matter

7

14%

3.

Legal matter

13

26%

50

100%

Total

INTERPRETATION: From the above table inferred that 60% of the respondent were have reason for long absence in Family matter and 26% of the respondent were have Social matter and reaming 14% were have legal matter.


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CHART – 26


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Chapter – VI FINDINGS 1. 36% respondents were belongs to 21 -30 age group. 2. 100% respondents were belonging to male candidates . 3. 46% of respondents were belonging to non educated. 4. 32% of respondents were having 2 to 5 years experience. 5. Majority 70% of respondents were having some times health condition is the reason for absence. 6. .Mostly 36% of the respondent were have transport problem in any time. 7. Mostly 58% of respondents were belonging to never family problem to absence. 8. The 58 % of respondents were belonging mental stress never in absence. 9. The 60% of respondents were having never financial problem in his absence. 10. The 60% of respondents were belonging to satisfied with the working conditions. 11. Majority 70% of respondents were belonging to inadequate wage system.


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12. The 70% of respondents were belonging to dissatisfied into leave patter in the organization. 13. Mostly 60% of the respondents dissatisfied in environmental factors. 14. The 50% of respondents were belonging to satisfied with the organization condition. 15. The 60% of respondents were having job change. 16. Majority 80% of respondents were having dissatisfied in welfare facilities providing by the company. 17. The 64% of respondents were belonging to accept rules regarding leave pattern. 18. The 50% of respondents were belonging to satisfied with the relationship of supervisor. 19. The majority 90% of respondents were belonging to heavy working loadings in our job.

20. The 50% of respondents were belonging to satisfied with the co – workers. 21. The 50% of respondents were having all ways rejecting leave for reasonable case. 22. The 54% of respondents were having work diring in all ways. 23. The 50% of the respondent were have some time in overtime to work. 24. The 46% of respondents were belonging to sometime get leave for whenever require. 25. The 50% of respondents were have absent 10-20 days in past one year. 26. The 60% of respondents were have long absent due to family matter.


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College

SUGGESTION AND RECOMMENDATION



To provide proper work loading to the employees based on our skill because most of the employees have not highly qualified.



The company to be provide the ‘Suggestion box’ in working place and get opinion about the employees regarding absenteeism and help to avoiding it.



The company to be provides adequate wage system to the employees.



The company to be provides the safety measure to the employees to reducing the industrial accident.


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

The company to be providing the proper transport and conveyance system to the employees.



The organization to be provides the proper welfare facilities in the organization and improving the canteen in have our organization.



The company to be provides proper hr policy system regarding compensation and welf are and safety and fringe benefits of the employees.

CONCLUSION

The study on employee absenteeism in Saravana Global Energy Limited, the study reveals Neutral value for the employee absenteeism in the organization. There is no ‘quick win solution’ to managing absence, and one size does not fit all – but neither is it impossible to reduce absence nor technically difficult to find the right solution. What is required is a system of initiatives, focused primarily on good quality leadership handling absences, linked to an absence and performance management system.


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Through this study, I got some findings and also I have to give some suggestion based on the findings. I hope that my suggestion will help to improve the employee absenteeism in future of our esteemed organization.

APPENDIX QUESTIONAIRE

A STUDY ON EMPLOYEE ABSENTEESIM IN SARAVANA GLOBAL ENERGY LIMITED AT P.N.KUPPAM – KURINJIPADI


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College

Name

:

Age

:

Educational Qualification

:

sex

:

Experience

:


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Personal factor

Health condition

:

a) Any time

b) some time

c) never

Transportation problem

:

a) Any time

b) some time

c) never

Family problem

:

a) Any time

b) some time

c) never


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Mental stress

:

a) Any time

b) some time

c) never

Finance problem

:

a) Any time

b) some time

c) never

ORGANISATIONAL FACTORS


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1) Are you satisfied with the working time?

a) High Satisfied

b) Satisfied

C) Dis Satisfied

2) Do you fat the inadequate wage system in one of the reason for absentism

a)yes

b) no

3) Are you Satisfied with the leave pattern followed in the organisation?

a) High Satisfied

b) Satisfied

C) Dis Satisfied

4) Are you satisfied with the environment factors of the company ?


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a) High Satisfied

b) Satisfied

C) Dis Satisfied

5) Working condition of the organization in one of the reason for absenteeism?

a) Any time

b) some time

c) never

6) job changing is one of reason for absenteeism?

a)yes

b) no

7) do you satisfied with the welfare facilities provided by the company ?

a) High Satisfied

b) Satisfied

C) Dissatisfied


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8)do you think that the company is strick in following the rules regarding leave aspect?

a)yes

b) no

9) How is your relationship with your superior?

a) High Satisfied

b) Satisfied

C) Dis Satisfied

10) Are you feel that the work load causes absentism?

a)yes

b) no


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11) how is your relationship with you co-worker?

a) High Satisfied

b) Satisfied

C) Dis Satisfied

12) whether the organisation is rejecting the leave on reasonable causes?

a)Always

b) sometimes c) never

13) Is your work tiring?

a)Always

b) sometimes c) never

14) Are you Required Over time in your job ?


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a)Always

b) sometimes c)never

15) Is it possible for you to get laeve when ever you require?

a)Always

b) sometimes c)never

16) No.of days absent in past one year?

a)Below 10 days b) 10 – 20 days

c ) 20 -30 days d) above 30 days

17) what reason do you prefer long absence?

a) Family mater

b) Social mater


c) Legal mater

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18) If you feel about the absenteeism how to avoid it state the reason?

BIBIOGRAPHY

Books referred :

•

Human resource development

•

Human resource development by Garry Dessler

•

Human resource and development by Subba Rao

•

Human relations management by V.S.P.Rao

•

Research methodology by C.R.kothari

Websites :

www.saravanaenergy.com www.humanresourcemanagment.com www.hrvillage.com www.hrguide.com www.hronling.com www.humenresources.about.com Department of Business Administration

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Employee absenteeism

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